W&S for key positions
Filling a key position goes beyond finding a suitable candidate. It requires clarity about the contribution this candidate must make.
We assist SME entrepreneurs in the recruitment & selection of key positions with direct impact on ambition, growth and professionalization with active involvement in the 1st year.
Recruitment & Selection by specialty
Each key position has its own dynamics.
The context, tensions and success criteria differ for each role. Therefore, we deepen our approach by discipline.
De Velde Methode
We carry out every Recruitment & Selection assignment according to the Velde Method: starting with the desired result, making expectations explicit before signing and staying involved in the first year.
Want to know how this method works in detail?
Our goal: a successful working relationship
Success is not the signature, but the working relationship that demonstrably moves your organization forward.
At our clients, 82% of placed colleagues go through the first year successfully.
Our approach in practice
Your interest is our interest
Our fee is not a percentage of the placed candidate’s salary, but a fixed investment, spread over 5 installments. The last one is invoiced only at the end of the first year. This makes our interest equal to your interest: a lasting and successful partnership.
Start with results and ROI
We start not with a job profile, but with the question of what this role must concretely deliver within 12-24 months. What is the intended ROI, both for the organization and for the professional stepping in?
Profile from ambition and mission
Starting from the desired result, we determine the type of professional that fits it. The assignment is central: what contribution is expected? We talk to each interesting candidate personally to sharply test whether ambition, context and role really fit.
Sharp advice in decision-making
We mirror expectations and name risks before a choice is made, even if it chafes. Assessment is an integral part of our process and helps to make choices explicit and well-founded.
Engagement in the first year
Our involvement does not stop at the signature. We evaluate after 6 and 12 months and test whether the intended impact is actually being realized. In this way, we increase the likelihood of a successful working relationship and reduce the risk of a mis-hire. With our clients, 82% of placed candidates successfully complete the first year.
When do you choose W&S with Velde?
Recruitment & Selection with Velde fits when you want to fill a key position with direct influence on ambition, growth or professionalization and consciously invest in a working relationship with demonstrable ROI. You want to make expectations explicit in advance, are open to keen advice and are looking for more than just resumes. You are looking for sustainable reinforcement of your organization. This approach is less suitable for temporary reinforcement.
How long does an average course take?
On average, 6 to 10 weeks from initial intake to candidate signature. The exact time depends on the complexity of the role and the availability of those involved.
What does it cost, overall?
Our fee is not based on a percentage of annual salary. We work with a fixed investment, spread over 5 installments. We discuss the exact amount in an initial meeting, tailored to the role and level of the position.
What regions do you operate in?
We work throughout the Netherlands, from ‘s-Hertogenbosch. Region is no obstacle for us and for international positions we are happy to refer you to W&S International.
What job scales do you work for?
We focus on key positions at SMEs: from experienced specialist and team leader to management and board. There is no minimum size of your organization. We look at the impact of the role, not the number of employees.
What if it doesn’t work after all?
We provide a 1-year unconditional guarantee. If it doesn’t work, we will restart the process at no charge, except for recruitment costs. We will discuss together what is needed and stay involved until the working relationship is established.
Filling a key position doesn't start with searching
It starts with getting a sharp focus on what this role should actually deliver.
Schedule an exploratory meeting and discuss what contribution this role should make in your organization and whether Recruitment & Selection is the right route for that.
