We look for people to fill the roles your company's direction depends on: management, hard-to-fill specialisms, newly created positions. We contact professionals directly — people who never look at job ads.
Discuss your role →Applications come in, but few of them fit. The team covers the vacant role while projects fall behind. Under pressure, it becomes easy to pick an available candidate instead of the right one. We start by clarifying the role and the selection criteria.
Three job descriptions glued together, unclear reporting lines, a salary calibrated to the market of four years ago. No candidate fixes that.
Good people are not looking. They are busy and paid decently, so they have to be approached by name, one at a time, with a real reason to listen.
The impression left by an interview is a weak predictor of performance. A structured process, with the same questions and the same criteria for everyone, predicts better — and it can be defended in front of the team.
Internally we call it HUMX Match. For you, all that matters is knowing at any moment which stage you are at.
A working session with the hiring manager: twelve-month objectives, responsibilities, a salary budget that is realistic for the local market, and knock-out criteria.
Market research on the agreed profile: who is already doing the job, at which companies, at what level.
One-to-one conversations in which we present the role with everything it involves — including the difficult parts.
A structured competency interview, reference checks and, where relevant, a practical exercise.
Support with the negotiation and the offer, then two check-ins in the first 90 days: with you and with the person hired.
We show you the list before we contact anyone.
Confidentiality is the rule, not the exception.
You receive a written report for every candidate we put forward.
We set the stages, the timeline and the terms of the collaboration from the start, according to the role and the complexity of the search.
For leadership roles, the process is described separately on the executive search page.
Leadership roles and key positions, searched by name and discreetly. Suitable when the change cannot be announced publicly before it has been made.
Specialists and operational roles, with the same structured process. Small volumes or campaigns covering several hires at once.
Who in the market is doing your role, where they work, at what salary level. It can be done without an immediate hire, as preparation for a decision.
A structured interview, reference checks, a practical exercise. It can also be applied to candidates you found yourself.
Data on availability, competition for the profile and real salary levels — not averages from a report. Used to calibrate the offer before the search begins.
If you hire often, we build your internal process: stages, criteria, interview guide, decision forms. It stays with you and works without us.
Everything is in writing, from the role profile to the checks after the hire.
The role has been open for more than two months and the candidate list is not moving.
The position is new to the company and there is no pattern to hire against.
You are looking for a manager and the search has to stay discreet.
You need several hires at the same time, with a shared assessment standard.
Support after the hire and the terms of any renewed search are set in the contract.
Looking for a job? See the open positions and apply in the HUMX portal.
See the job openings →Hiring in Oradea or Bihor county? See the page dedicated to the local market.