Recruitment Services

Tender design & profile architecture: from the contract to a market-leading brief. We condense requirements into a profile architecture: tasks, responsibilities, reporting lines, and KPIs are specified, translated into competencies, and formulated as must-have/can-have criteria – compliant with the General Equal Treatment Act (AGG) and GDPR; in the public sector, with a best-in-class selection process (Article 33(2) of the Basic Law). We also provide a display-ready draft with an SEO set.

The core is the target person profile: career histories, key/exclusion criteria, and pools. This guides direct contact and applicant management. Result: fewer loops, faster approvals, a higher hit rate – and a shortlist that fits.

Based on the target person profile, our researchers map target companies, functions, and regions and create a market/talent mapping: Who is currently performing the task, where, and at what seniority. From this, we identify suitable candidates (candidate identification) and document core qualifications, reasons for moving, contact channels, and clear exclusion criteria – which can be integrated into HR, the department, and committees.

In direct sourcing, our headhunters approach these target persons personally – using short, precise sequences via text and phone, GDPR-compliant. Responses and consents are documented; only interested, fundamentally suitable profiles are placed on the longlist (brief profile, availability, and references). The result: market transparency, a high interest rate, and a rapid transition to scheduling and selection.

We place your vacancy where suitable professionals actually read: career-related job boards and specialist portals, Interamt/bund.de in the public sector, LinkedIn/XING, and association media. The basis is a requirement profile and target person profile. We select channels, formulate clear titles and benefits, test variants, and manage run times. Tracking shows visibility, click and application rates, which we continuously optimize.

We Integrate employer brand & benefit communication (EVP/RVP). We leverage your employer messaging in the title/teaser and the benefit paragraph of the ad. Proof points are placed concisely, verifiably, and in line with industry standards (public sector: transparency/Article 33 II; healthcare: licensing/service models; SMEs: role impact/development).

We handle application management from start to finish: a central applicant hotline, timely communication, and ATS-supported screening. Each application is formally reviewed (must-have/can-have criteria), documents are verified (resume logic, references, diplomas), and, where legally permissible, referenced in a structured manner. Standardized telephone/video pre-checks clarify basic suitability.

All steps are carried out in compliance with the General Equal Treatment Act (AGG) and German Social Code (SGB-IX) and are clearly documented. In the public sector, we don't make decisions; we work with rigorous audit procedures. We only issue rejections in cases of clear formal deficiencies. The result is a prequalified shortlist with comparable profile sheets – the basis for HR and committees to determine the pool of participants for the selection process.

Selection processes with substance: Kontrast combines management and psychology to select the best candidates in the public sector and medium-sized companies. We design and facilitate assessment centers and interviews, utilize personality tests, competency profiling, SJTs, and job-related simulations – context-specific, aligned with DIN 33430, and compliant with the German General Equal Treatment Act (AGG) and GDPR.

We deliver a committee-ready management summary with a fit for the role and culture, strengths/threats patterns, and key questions for the final round; 180-day onboarding guidelines are available upon request. The result: transparent, documented personnel decisions and a candidate experience that builds trust.

We guide you through Offer & Contract Management in a structured manner: compensation/contract benchmarking, offer preparation, scheduling, and query management – ​​transparently for HR, management, and committees. Parallel to this, we initiate pre-employment checks (e.g., degree/employment/license verification, right-to-work) and civil servant transfers (if applicable) – all documented and compliant with the General Equal Treatment Act (AGG) and GDPR.

During preboarding, we clarify onboarding dates, access, contact persons, and expectations (30-60-90). Executive onboarding/accelerated integration ensures that the manager quickly makes an impact: stakeholder plan, culture/work mode, early wins, risk monitoring. The result: a signed contract, a smooth start, and measurable impact.

You want to launch operations in Germany – with a leader who takes responsibility and a team that delivers quickly. We combine executive search, direct contact, and applicant management into a seamless process that translates strategy into implementation and makes the opening of the office plannable.

At the same time, we establish a "Germany-ready" HR setup: role logic, salary ranges, processes, and templates. A partner law firm coordinates contractual and legal matters; we manage content, timing, and expectation management. The result: a rapid ramp-up, reliable staffing, and transparent metrics.