Recruitment
Hire the right person, not the available one.
End-to-end recruitment for roles you cannot afford to get wrong. Real sourcing, structured interviews and honest candidate assessment instead of a pile of CVs.
A process built to remove guesswork.
A wrong hire in a team of forty is not one mistake, it is three months of lost momentum, a demotivated team and a repeat search. Most of those hires are not caused by a lack of candidates. They are caused by an unclear role definition, interviews improvised on the spot, and a decision made by whoever was most persuasive in the debrief.
We start by writing the role down properly: what this person must deliver in the first ninety days, which three competencies decide success, and what the company can realistically offer. Only then do we go to the market, and we go actively, not by waiting for applications.
Every candidate goes through the same structured interview, scored against the same criteria, with a written assessment you can read before you meet them. You hire on evidence, and the candidates you reject leave with a good impression of your brand.
Role definition
A working session with the hiring manager to turn a vague wish list into a scorecard: outcomes, competencies, must-haves and honest deal-breakers.
Active sourcing
We approach passive candidates directly through LinkedIn, communities and referrals, with messages written for the person, not copy-pasted.
Structured interviews
Behavioural and competency interviews with the same questions and the same scoring for every candidate, so comparison is fair and defensible.
Assessment & references
Work samples, psychometric tools where they add value, and reference checks done by us, not by a form the candidate fills in.
Candidate experience
Every applicant gets a reply, every finalist gets feedback. Your employer brand improves even with the people you do not hire.
Offer & onboarding
We benchmark the offer, manage the negotiation and stay involved through the first ninety days so the hire actually lands.
Call us when
- A key role has been open for more than two months
- You get applications, but almost none are relevant
- Two of your last five hires did not work out
- Managers interview by instinct, with no shared criteria
- You are hiring a first leader for a function you do not know well
What you receive
- A written role scorecard agreed with the hiring manager
- A shortlist of up to five assessed candidates
- A written assessment and interview notes for each finalist
- Salary benchmark and offer support
Four clear steps
Intake
Scorecard, market reality check and an agreed timeline.
Search
Active sourcing, screening calls and a first calibrated shortlist.
Select
Structured interviews, work samples and reference checks.
Close
Offer, negotiation and follow-up through the first 90 days.
Recruitment, common questions
How do you charge for recruitment?
Either a fixed fee per role or a monthly retainer when you have several roles open. Both are agreed before we start, with no surprise percentages.
What if the person leaves quickly?
We agree a replacement guarantee period in the contract and run a free repeat search inside it. In practice, the ninety-day follow-up is what prevents most early exits.
Do you recruit outside Serbia?
Yes. We run remote and cross-border searches across the region, the EU and for US teams hiring in Europe.
Can you train our managers to interview instead?
Yes, that is often the cheaper long-term option. We build your scorecards and interview guides and coach the hiring managers through the first rounds.
Which role do you need to fill?
Tell us about the role and we will come to the first call with a market view and a realistic timeline.
We reply within one business day. info@beehr.co
Not sure this is the right service for you?
Book a free 30-minute HR audit. We map your current state and tell you which service would actually move the needle.