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A growing tech company found few suitable applications on the open market. Data-based matching and Active Sourcing brought passive candidates into the conversation – pre-qualified based on skills, experience, and team culture.
Example case study: anonymized and generalized. It illustrates our typical approach to such mandates – details of individual mandates remain confidential.
A software company wanted to expand its development team. The job ads had been running for some time, but mainly attracted applicants who didn't fit the requirements.
Experienced developers are usually part of established teams and receive regular offers. Those who switch focus heavily on technology, team, and work style—not just salary.
Together with team leadership, we defined essential technologies and experiences and identified what can be learned on the job—broadening the candidate pool.
Using performance marketing methods, we identified where relevant developers can be reached and tested messages that matter to them: technology, team, and creative freedom.
We approached passive candidates personally—with specific information about the project and team instead of a generic job description.
We systematically assessed skills, experience, and team culture in advance, so the team only needed to interview truly suitable individuals.
We coordinated interview appointments, quickly relayed feedback, and adjusted the offer to match candidate expectations.
Result
Instead of many unsuitable applications, pre-qualified candidates engaged in conversations who wouldn't have learned about the position without direct contact.
The team could focus on fewer, well-prepared interviews. Decisions were made faster because both sides' expectations were clarified early.
voccess combines classic recruiting expertise with what we bring from online and performance marketing: We approach the search for the right people as consistently and measurably as a successful campaign.
We continuously measure job requirements, market and salary data, feedback, and fit. Decisions are based on numbers – the selection of candidates is made by experienced recruiters, not an algorithm.
Our team comes from an AI-native online and performance marketing background. We reach candidates as precisely as marketing reaches its target groups: on the channels where they engage, with messages that resonate – and we see what works.
Since 2014, we have been recruiting specialists and executives. This experience is embedded in every briefing, direct approach, and shortlist – and in a realistic view of the market, salaries, and timelines.
Contacts with specialists and executives, and partners in Austria, Germany, and Switzerland developed over many years – enabling us to reach people who are not actively looking.
A medium-sized company discreetly sought a management succession. Through targeted direct approach within the relevant network, a structured requirements profile, and confidential preliminary discussions, a shortlist was developed that matched the company both professionally and culturally.
Read case studyA growing tech company found few suitable applications on the open market. Data-based matching and Active Sourcing brought passive candidates into the conversation – pre-qualified based on skills, experience, and team culture.
An Austrian company aimed to establish itself in the German market and needed an experienced executive on site. Through direct approaches in the German market, a jointly refined requirement profile, and discussions with the owners, a shortlist was created that combined market knowledge and company culture.
Read case studyTogether, we'll find the specialists and executives who will sustainably advance your company.
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