Find, Develop & Retain The Best Talent

We focus on what matters the most to your  success — talent.

Smart Recruitment

Wouldn't it be great to be able to identify your most promising candidates in just seconds?

Everyone wants them: the best candidates. However, finding them costs time, money and effort.

Talent MATCH manages your complete recruitment process in one smart, seamless process and will help you to evaluate your applicants fast and precise based on a unique scientifically proven methodology, and even prepare your interviews.

Talent Retention

Do you know why your most qualified talents think about leaving and what you can do about it?

Staff turnover has become a major cost factor for every organization.

Talent PULSE analyses the true root causes why talents leave your organisation.

Talent  PULSE helps you to develop tailored staff retention strategies that really work, as well as to design data-driven and effective employer branding frameworks.

Candidate Experience

Do you believe in Karma? Did you ever think of your "Employer Karma" and how to improve it?

You have to say NO to many candidates – but this doesn’t mean you have to burn the bridge.

Talent KARMA are small “digital giveaways” that are a smarter way to say “sorry, but…”.

Put simply: with KARMA you can overhaul the rejection experience and demonstrate recognition of the candidates’ efforts.

We focus on what matters the most to your  success — talent.

Smart Recruitment

Wouldn't it be great to be able to identify your most promising candidates in just seconds?

Everyone wants them: the best candidates. However, finding them costs time, money and effort.

Talent MATCH manages your complete recruitment process in one smart, seamless process and will help you to evaluate your applicants fast and precise based on a unique scientifically proven methodology, and even prepare your interviews.

Talent Retention

Do you know why your most qualified talents think about leaving and what you can do about it?

Staff turnover has become a major cost factor for every organization.

Talent PULSE analyses the true root causes why talents leave your organisation.

Talent  PULSE helps you to develop tailored staff retention strategies that really work, as well as to design data-driven and effective employer branding frameworks.

Candidate Experience

Do you believe in Karma? Did you ever think of your "Employer Karma" and how to improve it?

You have to say NO to many candidates – but this doesn’t mean you have to burn the bridge.

Talent KARMA are small “digital giveaways” that are a smarter way to say “sorry, but…”.

Put simply: with KARMA you can overhaul the rejection experience and demonstrate recognition of the candidates’ efforts.

We are the first choice of HR professionals across all industries – from small to enterprise, and loved by talents & candidates.

Featured Partners

Traditional Reference Checks Don’t Work

Traditional Reference Checks Don’t Work In today's job market, references are an essential part of the job application and hiring process. An outdated practice still common in many organizations is the method of checking references at the end of the hiring...

Talents: Think differently or lose the battle

How can organizations better prepare for what’s coming? Organizations should embrace a more expansive and dynamic view of their talent supply—one that tosses out the usual preoccupation with titles and traditional roles and looks instead at the underlying skills...

Work Engagement and Impact on Work Performance

Organizations are always looking for ways to improve employee productivity, and they can learn from high-performing companies. Companies like Google, Apple and Netflix are 40% more productive than the average company by using a mix of employee performance management...

Three types of aggression and how to detect them.

Interviewer: Do you easily get agitated?Candidate: No, not at all. Interviewer: What would you do, if you do not agree with your teammate’s idea on a certain assignment.Candidate: I would listen to his ideas and then try to convince him but if he does not get...

Why are the BIG FIVE not enough for hiring…but can help?

Hiring employees is not rocket science, but complex and difficult. Even as we speak here, somewhere some company is hiring individuals at their end. There is no shortage of people who are willing to work but when it comes to hiring, the only thing we want you to know...

Do you wonder why your company earnings are declining?

One major reason for a company to not have business success despite high vision and planning is because of the negative behaviour of a few of its employees. Negative behaviour is an outcome of emotional imbalance within an employee which with time can be overtly...

What is People Analytics? …and how does it help to get the best talents and teams?

People analytics is a data-driven approach to managing people at work. For the first time in history, business leaders can make decisions about their people based on deep analysis of data rather than the traditional methods of personal relationships, decision making...

Google Spent a Decade Researching What Makes a Great Boss. It Came Up With These 10 Things

"People leave managers, not companies." We've all heard it. Many of us have experienced it. But what makes people want to leave a manager in the first place? And if you happen to lead a team, what qualities can make you better? Those are the types of questions...

Leadership character and corporate governance

When it comes to selecting and assessing CEOs, other C-suite level executives or board members, the most important criteria for boards to consider are competencies, commitment and character. This article focuses on the most difficult of these criteria to assess –...

Judgment: The Personality Blueprint – what happens when leaders are under pressure

At the intersection between a leader’s personality and decision making, there is a pressure point where personality style will be the ultimate influence on business judgment. “Leaders with higher learning orientation are more likely to embrace ambiguity, complexity...
Three types of aggression and how to detect them.

Three types of aggression and how to detect them.

Interviewer: Do you easily get agitated?Candidate: No, not at all. Interviewer: What would you do, if you do not agree with your teammate’s idea on a certain assignment.Candidate: I would listen to his ideas and then try to convince him but if he does not get...

read more
Talents: Think differently or lose the battle

Talents: Think differently or lose the battle

How can organizations better prepare for what’s coming? Organizations should embrace a more expansive and dynamic view of their talent supply—one that tosses out the usual preoccupation with titles and traditional roles and looks instead at the underlying skills...

read more

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