IT Recruitment with Znojdziem in 2025: The Structure of Work

1.1. Client Briefing

• Understand company culture, values, and leadership style
• Define strategic objectives of the hire
• Clarify organizational structure and reporting lines

1.2. Role Definition

• Develop a detailed job description and candidate profile
• Identify key competencies, experience, and qualifications
• Align on soft skills and cultural fit

1.3. Search Strategy

• Define target industries and companies
• Set geographic scope (local, regional, global)
• Agree on sourcing channels and outreach methods

1.4. Agreement & Timeline

• Sign executive search agreement (typically retained search)
• Define project milestones and deliverables
• Clarify fees, guarantee period (usually 6–12 months), and confidentiality terms

2.1. Market Mapping

• Identify relevant companies and potential talent pools
• Analyze competitors and organizational structures
• Map longlist of 50–150 potential candidates

2.2. Sourcing

• Direct outreach (headhunting)
• Use proprietary databases and networks
• Leverage platforms like LinkedIn, GoldenLine (Polish), and alumni associations

2.3. Initial Screening

• Assess availability, interest, and eligibility
• Evaluate career trajectory and potential alignment

3.1. Candidate Interviews

Conduct structured interviews focusing on:

• Track record and achievements
• Leadership style
• Motivations and values
• Business acumen

3.2. Assessment Tools (optional but common)

• Psychometric testing (e.g., Hogan, SHL)
• Case studies or business simulations
• Leadership assessments

3.3. Shortlist Presentation

Deliver 3–5 top candidates with:

• Executive summary
• CV
• Interview notes
• Initial compensation expectations
• Cultural and competency fit analysis

4.1. Interview Coordination

• Schedule and facilitate all interview rounds
• Ensure clear communication and expectations on both sides

4.2. Feedback Loops

• Conduct debriefs with client and candidate after each round
• Address concerns, alignment, and potential red flags

4.3. Final Evaluation

• Conduct in-depth reference checks (usually 2–3 professional references)
• Optional: background checks (criminal record, credit check if required)

5.1. Offer Negotiation

• Support client in formulating competitive compensation package
• Mediate offer discussions, ensuring clarity and mutual agreement

5.2. Resignation & Transition

• Guide the candidate through resignation process
• Help mitigate counter-offers and secure commitment

6.1. Onboarding Support

• Facilitate smooth handover to client's HR team
• Provide onboarding coaching plan (optional)

6.2. Post-Placement Follow-Up

• Regular check-ins (30, 60, 90 days)
• Act as neutral party in resolving any early concerns

6.3. Guarantee Period

• Typically 6–12 months
• Free replacement or pro-rata refund if placement fails within this period