Employees recruitment
According to our Customers we are head hunters for special tasks. We have many years of experience in conducting recruitment processes in specific business areas, maintain valuable business contacts and have extensive knowledge about potential Candidates in a given field.
Many clients have benefited from our permanent or interim recruitment services, including both large international organizations and smaller, also Polish companies.
We conduct recruitment for managerial positions at various levels and highly specialized roles.
Recruit with us
We serve the following business sectors:
- Industry (aerospace, defense, automotive, FMCG, pharmaceuticals, energy, industrial manufacturing, infrastructure, home appliances, food & beverages).
- Logistics, transport, warehousing.
- IT.
- Procurement and supply chain management.
- Shared service centers.
- Sales and marketing.
- Retail.
- Financial services.
What do we offer in the area of recruitment?
- Direct search.
- Executive search.
- Possibility to hire a recruiter for hourly work or for a specific part of recruitment process.
- Assessment and Development Centre.
And also psychological tests:
- Process Communation Model®.
- Insights Discovery.
- Extended Disc.
- Staffly.
Contact us
ContactStalwart Manacus recruitment – what makes it different?
98% successfuly completed projects.
80% of Customers continue cooperation with us after completing first project.
We work in 6 foreign languages – English, Italian, Spanish, German, Dutch, and Czech.
Our strength is a permament team of consultants, who constantly build the knowledge of the Clients’ organizations, their culture and needs which ensures facilitated cooperation.
In our recruitment agency each consultant manages max 4 projects at the same time. Due to that we can focus fully on each project and deliver quickly Candidates that fulfill Customer expectations.
We thoroughly identify the needs. We schedule a meeting with the HR Representative and Hiring Manager to clarify expectations regarding candidates, familiarize ourselves with the company’s organizational culture, and establish communication and collaboration guidelines for the project.
We do not sell candidates – we present them. Typically, the number of candidates presented ranges from 3 to 6.
The project completion time is 3-5 weeks. We typically present the first profiles within 10 days, and the standard project completion time on our part is 3-5 weeks. The shortest project completion time in our company was 7 days.
We provide a guarantee for our work. We offer a guarantee of 3-8 months for the work we perform (depending on the type of position).
We ensure that candidates participating in the recruitment processes we conduct always receive feedback at every stage of the process.
Candidates we employ are subject to an “off-limits” clause for the entire duration of their employment with the Client. This means that as long as they remain employed by our Client, we do not offer them any other job opportunities.
We do not offer job opportunities to individuals employed by our Clients with whom we are actively collaborating.
Our methods of recruiting employees
Direct Search
If the organization’s goal is to attract a specialist or engineer, the Direct Search method will be a good strategy for action. Its biggest advantage is access to a new pool of Candidates in relation to the applications that came in after the announcement was published. Our clients usually first look for the right person themselves, and when that doesn’t work, they outsource the recruitment to us.
We do not want to duplicate the client’s activities. What is important to us is the shortest possible delivery time for Candidate profiles. That’s why we launch direct searches anew in every recruitment we conduct.
Direct Search is characterized by high efficiency due to the precise targeting of Candidates who meet the company’s expectations. The profiles we present match the requirements specified during the interview with the client, so there is no haphazard action. This “targeted” method makes it possible to recruit people who have specialized qualifications and skills, as well as soft skills and desirable personality traits.
We enjoy working with the direct search method – it is fast and effective. We reach out to individuals who are often not actively looking for a job. By building strong relationships with candidates and understanding market realities, we are able to engage them with the Client’s offer and obtain valuable applications in a shorter time than with traditional recruitment methods.
Executive Search
For recruitment to senior executive positions, we use the executive search method. While it is based on the principles of direct search, this method places even greater emphasis on industry contacts and relationships, which are particularly important in this case.
In recruitment for C-level positions, the recruiter’s brand is crucial, and its strength is directly related to the trust it inspires among candidates holding senior positions. Another important aspect is the ability to spark interest in changing jobs among individuals who are often deeply committed to their organizations and satisfied with their current careers.
The second, even more important factor, is the ability to match the candidate’s personality profile with the expectations and “personality of the organization.”
Senior positions are critical to the functioning of the company, so the entire process must be approached with due care and the highest level of confidentiality, while also ensuring the dynamic execution of the executive search recruitment.
The third important factor is a high degree of confidentiality and diplomacy. For this reason, such tasks should only be entrusted to the most experienced specialists – we strive to ensure the highest comfort of cooperation for all parties involved in the recruitment process.
What tools do we use in recruitment?
Our aim is to verify the key information important for the recruitment process. The Candidates that will pass succesfully this selection step will be invited for the interview.
We make sure that interview questions are the same for all the Candidates. We compare the Candidates’ answers with role requirements and analyze the differences in details.
This is a simulation of “difficult” conversations with an employee, customer, supervisor or union representative, related to a specific goal to be achieved.
The assessment process using the Assessment Centre and Development Centre method is usually organized as a one-day session, during which participants perform various tasks.
The Assessment Centre and Development Centre methods make it possible, with high probability, from among a group of Candidates, to select people who have the best competencies to take over a given role.
We base the interview on typical application documents (resume, cover letter). We check the substantive qualifications, work experience and attitude of the Candidate. We also thoroughly investigate the Candidate’s motivation to change job and the match between the Candidate’s level of career aspirations and the position for which he or she is applying. We evaluate the Candidate’s personality profile from the point of view of the role that we recruit for as well as the Client’s organizational culture.
Is based on behavioral criteria. We tailor the questions and the interview process to the selected criteria that are key for the position.
We create a task in which, on the basis of a set of information on the market situation of the company or business event, the Candidate seeks the optimal strategy for proceeding. This method allows us to see, among other things how the Candidate analyzes the situation, what he pays attention to, how he creates solutions, how well they fit the reality.
We ask the Candidate to prepare a speech and present himself, his ideas, convince others to his vision.
Check what else we can help you with?
Interim Management
Financial Audit
Operational Audit
Assessment & Development Centre
Business Analysis
How do our Clients rate us?
STALWART MANACUS SP. Z O.O., with its registered seat at ul. Mieszczańska 27/66, 50-201 Wrocław is the Controller of your personal data. Providing data is voluntary, but necessary in order to render a service. A person who is the data subject has the right to access, rectify, erase or limit the processing of the data, as well as move the data, object to its processing and lodge a complaint to a supervisory authority. Details concerning the processing of your personal data is available in our information about data processing data processing.
