Master High-Performance Hiring. Take the Talent Magnet Scan →
Che tu stia crescendo rapidamente o che tu stia lottando con posizioni vacanti persistenti, ti offriamo la capacità di ricerca per ricoprire più ruoli contemporaneamente. La nostra soluzione Agile RPO agisce come un’estensione del tuo team, offrendo pipeline di candidati coerenti tramite una commissione di assunzione diretta senza alcun rischio finanziario iniziale.
Progettato per le aziende che gestiscono dalle 10 alle 20 assunzioni all’anno. Operiamo come motore di sourcing on-demand, eliminando gli arretrati e assicurando i migliori talenti per più ruoli contemporaneamente.
Punteggio target di nicchia
Pipeline dei candidati
Candidati coinvolti
Monitoraggio del processo di reclutamento
Benchmarking salariale
Dati completi sulla retribuzione, inclusi stipendio base, bonus, capitale proprio, benefit e informazioni sul pacchetto completo.
INCLUDES
Base salary ranges
Bonus & equity benchmarks
Benefits comparison
Year-over-year trends
Competitor Mapping
Intelligence on companies competing for the same talent, their hiring strategies, and employee movement.
INCLUDES
Key competitor identification
Headcount growth analysis
Talent flow patterns
Employer brand strength
Geographic Intelligence
Location-specific insights on talent density, remote work trends, relocation patterns, and regional differences.
INCLUDES
Talent concentration by city
Remote work acceptance
Relocation likelihood
Regional salary variations
Skills Analysis
Deep dive into required vs. nice-to-have skills, skill combinations, certifications, and technology trends.
INCLUDES
Most in-demand skills
Skill combination patterns
Certification value
Technology adoption rates
Sourcing Strategy
Channel effectiveness, candidate preferences, outreach success rates, and optimal engagement tactics.
INCLUDES
Best sourcing channels
Response rate benchmarks
Candidate motivations
Engagement best practices
Why talent insights matter
Strategic advantages that transform your hiring effectiveness
Set Realistic Expectations
Know exactly what it takes to fill your role before you start. Avoid surprises and misaligned expectations.
Move Faster
Make decisions with confidence backed by data. No more weeks of internal debate about salary ranges or requirements.
Reduce Hiring Risk
Identify red flags early. Understand if your role is actually fillable with your current requirements and budget.
Stay Competitive
See what competitors offer and how your opportunity stacks up. Position yourself to win the best talent.
Align Stakeholders
Present data-backed business cases to executives. Get buy-in for budget increases or requirement changes.
Improve Quality
Target the right candidates with the right message. Focus your efforts where the data shows opportunity.
When to use talent insights
Common scenarios where market intelligence makes the difference
Planning a New Role
You’re considering creating a new position but unsure about budget, requirements, or feasibility.
OUTCOMES:
Validate role is fillable in your market
Set competitive salary range
Identify must-have vs. nice-to-have skills
Estimate realistic time-to-fill
Struggling to Fill a Role
You’ve posted a job for weeks with few qualified applicants or are getting rejected by candidates.
OUTCOMES:
Discover if salary is below market
Identify requirement mismatches
See what competitors are offering
Get tactical recommendations
Scaling Your Team
You need to hire multiple similar roles and want to optimize your approach from the start.
OUTCOMES:
Benchmark against fast-growing companies
Identify most effective sourcing channels
Set up compensation bands
Plan realistic hiring timeline
Executive Buy-In
You need budget approval or want to make the case for changing requirements or salary range.
OUTCOMES:
Show market evidence for recommendations
Quantify competitive disadvantage
Demonstrate ROI of investment
Align expectations with reality
Adatto per: 10-20 posti vacanti | Commissione: 18,5% | Dashboard di ricerca talenti con licenza mensile
What is the advantage of this license compared to RPO?
This license is aimed at organizations that want to work in a data-driven manner. You get an even lower fee (18,5%), more dashboards (up to 5), and we build talent pools that serve as a sustainable internal database for the future.
What does the 'turnover guarantee' mean?
Since we lower our rates to 21%, we ask for a financial commitment. If less than 80% of the expected annual revenue (minimum €100,000) is realized, rates for future placements may be adjusted to the standard bracket.
What insights do I get via 'Full Talent Sourcing'?
You get not only candidates but also insight into where your target group is located, how large the talent pool is, how much competition there is for these profiles, and how feasible your recruitment request is.
Can I share this data with other departments?
The dashboards and data are specific to the hiring managers of the submitted vacancies. For broader organization-wide insights or branded dashboards, we refer to the Enterprise solution.
Do we build our own database with this?
Yes, a key part of this license is ‘Talent pooling’. We map candidates and store this data, allowing you to build a sustainable database for current and future vacancies.
What people say
Proven Impact: The Power of Proactive Sourcing
As an HR professional, I have extensive experience with various agencies, but this collaboration stands out head and shoulders above the rest. The approach is pleasant and distinctive: a strong data-driven method combined with genuine human contact. Instead of simply forwarding CVs, they truly search for candidates who are a perfect fit for our organization. An absolute recommendation for anyone looking for depth and quality.
For the first time in years of using LinkedIn, I was actually triggered by a message in my inbox regarding a job opening. I immediately got the feeling that you had actually read my profile and not just my job title. Under the motto "it never hurts to inquire," I'm happy to have a chat about the vacancy. However, I am also quite satisfied with my current employer and environment. You may call me at...
As an HR Advisor at Croonwolter&dros, I had the pleasure of working with Source2hire for a year. I have always experienced our collaboration as very pleasant. Source2hire acts quickly (which is very important these days), is easily accessible, doesn't just execute but truly thinks along with you, maintains good contact with the business, is reliable, and is also pleasant to work with. This ultimately ensures that candidates have confidence in our organization and choose us as an employer. As a result, we have managed to fill difficult vacancies. Thank you for your pleasant collaboration. May you continue to help many more organizations with your knowledge and experience!
First of all, my compliments on the personal approach. I don't see that very often on LinkedIn anymore. It is certainly a nice and interesting vacancy you are reaching out to me for. However, I am not the right candidate for this at the moment, as I am still very happy with my current employer. Additionally, I am already quite a bit outside of your salary range. I do wish you the best of luck with your further search!
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