Recruitment and Selection Management
Your strategy is only as good as the manager who executes it.
We assist SME / SME+ organizations in 5 focus industries in the recruitment & selection of managers who turn strategy into results. From Sales Manager and Marketing Manager to Operations Manager.
Professionals who not only manage, but grow teams and take responsibility for what is actually realized. We remain actively involved in the first year to ensure that the collaboration actually produces the intended results.
A selection of our management assignments
Mis-hires at the management level
Hiring a manager who is strong on content is not the same as hiring a manager who makes a team perform. That distinction is often underestimated in selection.
Mis-hires at the management level rarely arise because someone doesn’t understand their craft. They arise because leadership is a different profession. A good manager is judged by the performance of his team, not by his own. Setting priorities, developing people, making the translation from management to the shop floor requires a different type of professional. The consequences are rarely spectacular and, for that very reason, dangerous: teams become less sharp, good people leave and the acceleration you had envisioned does not materialize.
For 35 years, we have assisted organizations in filling management positions that truly strengthen teams. At our clients, 82% of the candidates we place successfully complete the first year.
No growth without team development
We work for entrepreneurial SME / SMB+ organizations, family businesses and Private Equity holdings where managers play a key role between management and the shop floor.
The organizations we work with are growing, and that growth demands something of teams. Responsibilities shift, processes become more complex and the bar is raised. What worked in an earlier phase, informal management, short lines of communication and little formal structure, then begins to inhibit further growth. Teams need someone to guide them through this development. Not someone who keeps everything as it was, but someone who makes people better and prepares the team for the next phase.
With the Velde Method, we therefore start not with a job profile, but with the question of what development the team needs to undergo and what type of manager can make that difference.
Tell us about the management position you want to fill, and we’ll think straight with you.
Clear expectations before we search
Many management vacancies are too broad or too vaguely defined. We sharply map out in advance what this role must actually accomplish. For the team, the organization and the management.
Selection with job-specific assessments
We identify analytical capabilities, personality and motivations, leadership skills through assessment and in-depth interview.
Guidance in the first year
It is precisely in the first few months that it becomes clear whether expectations, cooperation and management are well established. We evaluate after 6 and 12 months whether the manager realizes the impact agreed upon beforehand.
Unconditional guarantee
In the unlikely event that the placement proves unsuccessful, we will restart the process without charging a fee again, except for recruitment costs.
We provide this guarantee for the 1st year, because our involvement does not stop at the signature.
Focus on leadership and team development
We do not select on content knowledge alone, but primarily on the ability to grow a team. Because that is what a manager is ultimately judged on.
Strong connection to management and MT
A manager must be able to operate effectively between management and team. We therefore explicitly test how a candidate cooperates with the management team and how he or she translates from strategy to execution.
A fee that aligns with your interests
Our fee is a fixed investment, spread over 5 installments and independent of the candidate’s salary level. The final invoice only follows when the first year of service has been successfully completed. Our interest thus runs parallel to your interest: sustainable impact at the management level.
Managers who make others better
Right from the intake, we sharply map out what the organization expects from this management role. Not only in terms of tasks, but especially in terms of results and leadership.
We are looking for managers who look beyond their own agenda. Professionals who provide clear structure, clear expectations and an environment in which people come into their own. Not managers who focus on activity and attendance, but on what the team as a whole achieves.
In doing so, we look not only at experience, but at the question: can this manager grow a team and sustainably improve results?
The Velde Method helps us answer that question sharply. Starting with team development, not a standard job profile.
Selection on leadership and team impact
Many management positions are filled on the basis of substantive expertise. In practice, leadership turns out to be a different business. Someone can have years of experience as a specialist and still have difficulty managing a team, giving space or achieving results through others.
That’s why we look beyond resume and experience. We analyze leadership style, communication and the way someone motivates and develops a team. With job-oriented assessments at the management level, including role plays and hands-on assignments, we reveal what a resume does not tell you.
We test how a candidate relates to:
- the culture of the organization
- the existing team
- the expectations from the management
- The growth stage the company is in
The ROI story of Mission Produce
With this position, there had to be someone right away who could help us. We didn't want to waste any time, the pos… Read more
The ROI story of Ojah
"What stands out is that Velde often knows better than us what we are looking for. Half a word is all you need." Read more
Which manager makes your organization stronger?
That is the question we start with. Because only when it is clear what a manager actually needs to accomplish and what development the team needs to undergo, can you determine who is suitable for it.
Contact us and discuss what impact a new manager needs to realize within your team.
