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Augmented Recruiting
Technology plus experience.
Data-driven matching enhances experienced recruiters—faster and more accurately than traditional recruitment agencies, more transparently than purely AI-based selections. Decisions remain human.
- Deep Match 3×3
- Aligned professionally, culturally, and motivationally
- Human-on-the-Loop
- The human makes the decision
- 100 %
- Documented, fair selection process
Augmented Recruiting means: Technology enhances the work of experienced recruiters but does not replace them. Data-driven matching handles research and pre-selection, while a senior recruiter makes the decision. This enables us to fill positions faster and more accurately than traditional recruitment agencies—and more transparently than purely AI-based selections.
The Principle
Three components, one result
Data-Driven Matching
We data-match profiles with job requirements—across active and passive candidates.
Deep Match (3×3)
Evaluated are skills, cultural fit, and motivation—not just keywords.
Human-on-the-Loop
The final selection is made by an experienced recruiter, considering context and fairness.
Deep Match
Not just keywords—true fit
Traditional matching compares keywords. Deep Match evaluates each dimension individually: professional suitability, cultural fit, and the person's motivation. This results in suggestions that truly fit beyond just paper qualifications.
More about Deep MatchRequirementCandidateFit
TechnicalSkills, Experience, Qualification
CulturalValues, Work Style, Team Fit
MotivationalGoals, Drive, Perspective
Instead of just matching keywords, Deep Match evaluates each dimension separately – the alignment (Fit) results from comparing requirement and profile.
The Difference
Pure AI selection vs. Augmented Recruiting
Why data should be the compass—not the autopilot.
Pure AI selection
- Automated sorting without control
- Opaque criteria
- Biases go unnoticed and become cemented
- Legally challenging (EU AI Act: High risk)
Augmented Recruiting
- Data provides pre-selection and justification
- Transparent and documented
- Designed to be sensitive to discrimination
- Human decides (Human-on-the-Loop)
Our recruiting process
How we fill your position
- 1
Briefing & target profile
Define roles, requirements, culture, and goals together.
- 2
Data-driven search
Deep Match and active sourcing identify suitable candidates.
- 3
Personal approach
Suitable individuals are approached discreetly and individually.
- 4
Selection & shortlist
Structured interviews and a well-founded shortlist.
- 5
Interviews & decision
We coordinate the meetings and support the decision-making process.
- 6
Contract & Onboarding
Support until signing and during the first weeks.
Frequently asked questions about Augmented Recruiting.
What technology achieves in recruiting – and where human decision-making comes in.
No. Technology handles research, matching, and pre-selection. The decision on who is presented and hired is always made by an experienced recruiter (Human-on-the-Loop).
Pure AI selection sorts automatically and often lacks transparency. Augmented Recruiting uses data as a guide, not as an autopilot: transparent, sensitive to discrimination, and with human oversight—as required by the EU AI Act for recruiting.
Yes. We process applicant data purposefully and documented. The entire process is designed for transparency and fairness (see Governance Engine).
Especially there: Data-driven search also reaches passive candidates who would never respond to a job ad. Personal outreach and the judgment of recruiters make the difference.
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