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Our value proposition
Requirement Analysis
- Success-driven approach: We operate on a pure success-based model, meaning we only succeed when you do.
- Exceptional success rate: Our placement probability exceeds 50%, nearly double the industry standard, ensuring optimal matches.
- Seamless process: We need your commitment in a 20-30 minute discussion with the hiring manager (and possibly hr/procurement), streamlining the process for swift and effective recruitment.
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Shortlist
- Time-saving qualitative analysis: Benefit from significant time savings immediately through our in-depth needs assessment process, as we usually present a maximum of 3 candidate profiles per vacancy.
- Comprehensive curation: Our curation process goes beyond just providing 1:1 CVs of candidates; it includes a concise summary highlighting pros and cons tailored to your specific requirements.
Interviews
- Post-interview support and quality assurance: We serve as your trusted sparring partner after interviews, offering more than just advice.
- Rigorous reference checks: As part of our commitment to quality assurance, we conduct thorough reference checks for each candidate, obtaining one to three references from the past three years via telephone. These are not sales calls, but genuine reference conversations conducted with full compliance.
- Proven results: Our selected candidates consistently achieve satisfaction rates exceeding 80%, evidenced by the fact that approximately 70% of projects are extended, showcasing the effectiveness of our process.
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Sparring partner
- After the interviews, we are your sparring partner, but not only that
- For quality assurance purposes, we take the liberty of obtaining one, sometimes even up to three references per candidate from the last 3 years by telephone (no canvassing, but serious reference discussions under full compliance)
- The results speak for themselves, the selected candidates achieve a satisfaction rate of > 80%, which can be proven by the fact that approx. 70% of the assignments are extended
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Contract Management
- Transparent partnership: We operate under a fully transparent broker model, facilitating direct contractual relationships between clients and freelancers through service agreements.
- Recommendations and administrative support: We are here to offer recommendations and handle administrative coordination all the way to contract finalization, ensuring a seamless process for both parties involved.
Ongoing Support
- Tailored support, both virtual and in-person
- Regular checkpoints on both ends
- Quality assurance and troubleshooting
- Contract extension management 6 weeks prior to contract end
- Change request process to ensure compliance
- Debriefing at contract conclusion
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Our goal is to ensure that people start their Monday with a smile on their face.
We efficiently and dependably identify top-tier candidates, matching personalities with companies.
We dedicate the necessary time to our clients. We act as trusted advisor and problem solver – side by side with deciders.
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Our clients receive support from interim managers and experts who take on key strategic and operational positions, both in stable and crisis situations.
Our network's functional core includes finance and accounting, human resources, and supply chain management.
We welcome professionals who work sustainably and with foresight and look forward to exchanging ideas with you.
Our portfolio of services
Project management
- Project manager and stakeholders (usually affected organisational units) check feasibility of objectives
- The most important features include the creation of a project plan including resource management (PMO if applicable), risk management and budget
Specialised concept
- Compilation of requirements based on the scope of delivery and services
- The technical concept or business blueprint fulfils the WHAT (= customer requirements), FOR WHAT (= benefits) and what is to be implemented in the process (= boundary conditions)
- The benefits include objectives, warranty, testability and quality
Business analysis
- Interface between business and IT, usually with the motto - "Translating strategy into action"
- Tasks include capturing, structuring, analysing and visualising business process requirements, on the basis of which the concepts are created.
- Typical methods and tools include business process modelling, requirements analysis and functional solution design (FCD)
Implementation
- Development and implementation based on the requirements analysis in close cooperation with business analysis
Test management and validation
- Test management and validation are an integral part of agile projects in particular.
- This primarily includes the task of a test environment, the development of user stories, the creation of test cases or user acceptance tests as well as integration tests.
Go-Live
- This usually requires project experts with strong process skills, who usually oversee the project until roll-out.
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We believe that skilled freelance consultants will play a crucial role in the success of future projects.
Due to the growing prevalence of project work in top management and the low success rate of projects in terms of time and budget (source), we are here to help as problem solvers and partners at short notice.
Our freelance consultants specialize in IT transformation, particularly in projects involving SAP S/4HANA. After a thorough briefing, you will receive consultant profiles that have been reference-checked, typically within 72 hours.
Are you a medium-sized interim and management consultancy looking to expand your workforce?
Then become a Strategic Flex Partner (SFP).
Book a MeetingCV-Check & Appointment booking
Do you have a CV that you would like us to check?
Blogartikel
Six Sigma vs. Agile: Werkzeuge zur Prozessoptimierung, Ansätze für Innovation – und die Kunst, den Unterschied zu erkennen (mit praktischem Spickzettel).
Hattest du gehofft, mehr Stabilität in deine Operationen zu bringen, aber bist stattdessen im totalen Chaos gelandet? Oder war das Ziel, einen technologischen Durchbruch zu erzielen, aber du hast dich selbst Sklave der versunkenen Kosten gefunden und das Ganze wurde zum Albtraum? Eine der häufigsten Verwirrungen im Projektmanagement, die zu suboptimalen Ergebnissen führt, ist die falsche Wahl zwischen Six Sigma und Agile.
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Schnittstellen zwischen HR und Marketing: Die Symbiose für erfolgreiches Employer Branding
Die Frage nach der Personalgewinnung ist heute in nahezu jedem Unternehmen präsent. Die Zeiten haben sich gewandelt: Unternehmen müssen attraktiv für Bewerbende sein. Personalmarketing und Employer Branding haben Hochkonjunktur, und die Frage bleibt: Welche Abteilung ist dafür zuständig – HR, nah an den Bewerbenden, oder Marketing, geübt darin, den Bekanntheitsgrad zu steigern? Klar ist: Durch den Fachkräftemangel wird der Verkaufsaspekt - das Bewerben der Stellen und des Arbeitsplatzes - immer wichtiger. Auch die Digitalisierung macht in diesem Bereich nicht halt und verlangt nach neuen Kompetenzen bei der Personalgewinnung. Wie dabei das Zusammenspiel zwischen HR und Marketing aussehen kann, beleuchte ich in diesem Beitrag anhand vier Themenfelder.
Fünf Top-Trends im Recruiting von Fach und Führungskräften
Der Wettbewerb um Nachwuchs, Talente und Experten ist in den meisten Branchen und Berufsfeldern groß, ja fast riesig. Denn gute Mitarbeiter*innen und Führungskräfte sind Gold wert – für den Erfolg des Unternehmens und der Firma, das Team, die Abteilung, die Qualität der Produkte, Services und Leistungen und in vielen Fällen auch für die Kundenbindung. Viele Unternehmen und Dienstleister können aktuell nicht das volle Kundenvolumen ausschöpfen, da ihnen die entsprechenden Fach- und Führungskräfte schlicht fehlen. Dies hat auch zur Folge, dass wir aktuell in nahezu allen Branchen einen sogenannten „Arbeitnehmermarkt“ vorfinden, in dem sich Arbeitgeber*innen bei ihren potentiellen Arbeitnehmer*innen „bewerben“. Umso mehr kommt dem „Recruiting“ eine immer größere Bedeutung zu. In meinem Beitrag habe ich vor diesem Hintergrund die aus meiner Sicht aktuellen fünf Top-Trends im Recruiting zusammengestellt.
"Understanding needs and requirements, recognizing talent, and networked thinking are key strengths that make us a reliable partner. As specialists, we are proactive in the face of challenges and our optimized processes enable us to find and successfully place the best freelance managers and experts quickly and efficiently. Our approach is flexible, direct, and uncomplicated."
Leading National Food Manufacturer and Retailer
(3,700 Employees, €1.2 Billion Turnover)
Engaged a freelance consultant to collaborate with the CFO in establishing a comprehensive liquidity management system for more efficient company management.
Dynamic Owner-Managed Production Company
(3,500 Employees, €500 Million Turnover)
A skilled interim HR expert was deployed to spearhead essential restructuring initiatives within a national production facility, fortifying Germany's position as a prime employment destination.
Innovative Owner-Managed
Consumer Goods Manufacturer
(350 Employees, €200 Million Turnover)
Enlisted an interim manager to lead quality management initiatives and implement a 'product defense' process, crucially supporting the company's international expansion efforts.
Regional Energy Supplier
(1,400 Employees, >€1.0 Billion Turnover)
Engaged an interim manager for IT service delivery management to effectively oversee internal project tasks, serving as a facilitator and escalation manager to ensure quality, timeliness, and budget adherence.
Global Family-Owned Fashion Industry Leader
(5,000 Employees, €1.0 Billion Sales)
As Interim Manager Accounting, led all shared service teams and spearheaded the implementation of the EU taxonomy and the introduction of a hedging model.
Global Spirits Producer
(1,000 Employees, €700 Million Sales)
Hired a freelance consultant specializing in project management for the greenfield to SAP S/4HANA transformation, focusing on the Record-to-Report workstream.
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