The Velde Method©
The signature on the employment contract feels like success. In reality, it only begins there.
Working relationships rarely end in disappointment because someone has not mastered the craft. They run aground because ambition, expectations and cooperation were not discussed sharply enough in advance.
That is why we work according to one principle: Start with the end in mind. The Velde Method is built on that principle and forms the basis for all our services to SME entrepreneurs.
Start with the end in mind
Before we set the market in motion, we first bring focus. Where do you want to go with your organization? What acceleration do you want to achieve? And what does that mean for the next 1 to 3 years?
Only when that ambition is clear do we translate it into the role and assignment for the 1st year. What must your new colleague accomplish within 12 months to contribute to that strategy? Where do you want to see a difference? That’s what we call the ROI.
This upfront focus provides direction, realism and mutual commitment. We know not only what you are looking for, but also who you need to realize your ambitions.
SSAB’s ambition is to be the first steel company in the world to produce completely carbon-free steel by 2030.
Helping at least 20 AGF producers worldwide make their packaging processes 30% more efficient and sustainable by 2027.
The ambition is clear: within 1 year, exploit export opportunities at international fairs and grow sales in Scandinavia and France by 100%.
The recruitment
We work from the Motivation Circle. In our vacancies, the focus is not only on the job content, but the connection between:
- Your organizational ambition
- The candidate’s personal ambition
- The assignment for the new colleague within the 1st year
- Culture and collaboration dynamics
- Growth and development opportunities
- Employment
We are looking for professionals who recognize and are energized by the ambition you have defined.
That’s the difference between filling a job opening and building a working relationship.
The procedure
Fit on paper alone is not enough. What matters is a lasting and successful fit.
During the procedure, we repeatedly bring mutual expectations to the surface, so that everything is expressed and no misunderstandings remain. We deepen the picture with interviews and job-specific assessments, part of our approach.
We examine whether the candidate’s ambition actually matches your strategy and whether the assignment is realistic and achievable for them.
This is precisely where we also name possible areas of tension. What can go wrong? Where are there risks?
By making this explicit in advance, you avoid it coming up as a surprise in the first year. You know what to look out for and what to pay conscious attention to together.
The start
During the procedure, mutual expectations are discussed in detail. Before your new working relationship begins, we bring everything together in the ROI book.
This document is identical for you and your new colleague. In it, you will find the ambition, the assignment for the first year, the success criteria, the mutual fit, and the points of interest all neatly together.
The ROI book is not a formality, but a shared starting point. A document you can fall back on when priorities shift or when practice becomes unruly. That way you don’t start from assumptions, but from shared clarity.
Getting started!
The success of a working relationship proves itself not in conversations, but in practice.
That’s why we stay involved in the 1st year. Not to judge, but to keep in focus what was agreed upon beforehand: ambition, assignment and mutual expectations.
It is precisely in this phase that it becomes apparent whether the collaboration actually delivers what was intended. In results, trust and energy. For both the organization and the new colleague.
Because we are committed to your success, we do not send our final invoice until after the completion of the 1st year.
1st ROI interview: 6 months in service
Interim adjustment
After 6 months we compare ambition and reality in a triangular meeting. Where are you now and what is needed to make the cooperation even stronger in the 2nd half of the year?
2nd ROI interview: 12 months in service
The yield after 1 year
Before the end of the 1st year we take stock: how successful is the working relationship? What has this cooperation yielded concretely, for you and for the new colleague?
This approach works
We see in practice that this approach works. At our clients, 82% of the colleagues placed go through the 1st year successfully. That means: both candidate and organization are satisfied. Ambition, assignment and cooperation are aligned from the start.
- That’s why we ask not only about your ambition, but also the candidate’s.
- Therefore, we select for fit with strategy, culture and mission.
- And that’s why we stay involved in the phase where the difference is made: the 1st year.
We work with people, so not everything is fixable.
Should things turn out differently, we offer a 1-year guarantee and restart the process – without a new fee.
Ready to take the next step?
Share your ambition and the role that fits it and we’ll show you how the Velde Method moves your organization forward.
