The assessment · EUR 15,000 to 25,000
Before we change anything, we find out what is actually happening
Understand your recruitment process. Know what to fix and why.
- Price
- EUR 15,000 to 25,000
- Timeline
- Agreed in the scoping call, and written into the proposal
- What you receive
- A findings pack, a ranked fix list, and a 45 minute readout
- Who runs it
- Jonathan. Every engagement
What you get an answer to
Four questions, answered with your own data.
What AI is already running in your hiring?
Sourcing tools, screening filters, ranking scores, interview summarisers, scheduling logic. Including the ones that arrived as a feature update nobody read.
Where does that leave you exposed?
Which of those touch an employment decision, what each vendor does with candidate data, where it is processed, and what you would be able to show if someone asked how a candidate was assessed.
Where do candidates move forward or leave the process?
We compare the underlying reports, check what each number counts and look for gaps between the reports and the hiring activity.
What do you fix first?
A list of recommended changes in order of priority, with the problem each addresses and the work involved.
Recruitment tools can introduce automation into a hiring stack without a deliberate decision about how it should be used. We examine the process, aggregate funnel data, and the available closed and abandoned searches, then produce a ranked list of what to fix and why.
This is one way to start. If you already know what is broken and want it run properly, embedded recruitment is the more direct route.
In plain terms, the assessment looks at the tools you use, the steps candidates go through and the records behind your hiring reports. It helps you decide which changes are worth making.
What we need from you
Exports, one call, and whatever you have written down.
Aggregate reporting exports from your applicant tracking system (ATS), the tool you use to manage applications. One 45 minute call with whoever is responsible for hiring. Your written role requirements and interview guides, if they exist, and it is a finding in itself if they do not.
Tell me which hiring software you use when you request the assessment. We can discuss whether its reports suit the work before agreeing the engagement.
No candidate data leaves your system.
Reporting exports are aggregate, not personal data. There is nothing to anonymise because there is nothing personal in what you send. That is written into the engagement, not just said here.
What you receive
Findings, recommended changes and a discussion.
A report for your team
What the review found, what your hiring reports show and where changes may help. Written so you can discuss the findings with your management team.
A list of changes in priority order
Each recommendation explains the problem, what a change would address and the effort involved. This is the ranked fix list.
A 45 minute discussion
With you, and with your management team if you want them there. Questions answered live.
You can use the findings with your own team, take them to another partner or stop there. If you want Solvism to build the improvements, the findings define the work for a separate hiring redesign. Buying the assessment does not commit you to that work.
The timeline is agreed in the scoping call and written into the proposal.
The checklist
Eight things the checklist looks for.
These are checks we make against your reports. A check may reveal a problem or confirm that the records agree. The findings describe what is happening in your process.
Fill rate reads zero next to real hires
Closed roles were never flagged as filled, so the whole function looks like it delivered nothing.
Stage counts and hire counts disagree
People hired outside the pipeline and back-filled later. Two numbers, both quoted, nobody sure which.
The same candidate source has different names
Reports may split the same source across different labels or leave it blank. We check whether you can tell where your candidates and hires came from.
Interview cost is understated
The length of an interview does not capture the time of everyone attending. We check what the report includes.
Metrics that measure different populations get added together
They do not sum to a hiring cycle. Chaining them produces a precise number that is not real.
Interview feedback is still waiting to be written
Unfinished interview notes can leave a decision waiting. We check whether your reports show where feedback is missing.
Interview volume is counted several different ways
Stage entries, unique people, calendar events. Quoting the wrong one in the wrong sentence is a common error in hiring reporting.
An incomplete reporting period is compared against complete ones
It makes the current period look like a collapse whenever the comparison is made.
Finding it is a checklist. Fixing it is the work.
Price
EUR 15,000 to 25,000
Fixed before we start. You get the number in writing before you commit, and it does not move afterwards.
Where it lands in the range depends on three things.
- How many hiring processes we need to review
- How many AI tools are used in those processes
- Whether your reporting is clean enough to analyse, or has to be reconstructed first
If it turns into a redesign
The recommended changes define that work. You do not need to decide on a redesign now. The assessment and redesign are separate fixed-price engagements, with no retainer at either step.
Fit
Who this is for, and who it is not for.
It fits if
- You are a European technology company, roughly 40 to 300 people, running a modern ATS
- You have open engineering roles and work is waiting for the people you need to hire
- Someone in your leadership is responsible for hiring and able to act on the findings
- Your hiring tools use AI and you want to understand where it affects the process
It does not fit if
- You need help finding and hiring candidates now. Start with embedded recruitment instead; an assessment is not required
- You want volume, or speed at the expense of the decision
- You want to buy on price
- Nobody in leadership can take responsibility for hiring or act on the findings
Limits
What the assessment does not do.
It does not certify anything.
There is no badge at the end of it.
It does not guarantee your compliance.
That responsibility is yours and it stays yours. Solvism builds the system that makes your hiring defensible and the record that makes it checkable. Anyone selling you a compliance guarantee for a system they do not operate is selling you something they cannot deliver.
It is not legal advice.
It is hiring systems work done by someone who has run hiring functions, designed to give your counsel something real to review.
It does not produce candidates.
No CVs come out of it.
Request the assessment
Start with a direct email.
- What happens on this page
- The button opens your email application. Nothing is submitted to this website.
- Before you send
- Review the message in your email app and send it when you are ready. You can also copy the address into a new message.
- Who reads it
- Jonathan reviews assessment enquiries and replies directly. The next conversation is about the problem, the information available and the work to include. The scope, price and timeline are agreed in writing before work starts.
What to include
Your name, company, role, the engineering roles you are working on, and what is driving the assessment now.
Do not send candidate data, CVs or ATS exports at this stage.
Or write to jonathan@solvism.nl.
FAQ
Questions that come up before this call.
Five of the ten. The rest are on the FAQ page.
What does it cost?
Embedded recruitment, the way Solvism usually works, runs on a cancellable monthly retainer, agreed in writing before it starts. No contingency, no success-fee-only model, and no lock-in when the partnership stops being useful.
If you want a diagnostic first, the assessment is EUR 15,000 to 25,000, fixed and agreed in writing before anything starts. Where it lands depends on how many pipelines are in scope, how many AI tools are already in the stack, and whether your reporting can be analysed as it is or has to be reconstructed first.
If it turns into a redesign, that work is scoped from your own fix list. Those two are one-off engagements, with no retainer and no minimum term. The retainer is the embedded partnership itself, and you can cancel it.
Do you guarantee that we will be compliant?
No.
Nobody can guarantee that. Anyone who offers to is selling you something they cannot deliver, because they do not operate your hiring or control every decision your team makes.
What Solvism does is build the system that makes your hiring defensible, and the record that makes it checkable. Written criteria, deliberate weighting, logging that remains useful when the decision is questioned later, and a human decision point that is real. Your legal responsibility stays with you and your counsel, where it belongs.
Where does candidate data go?
For the assessment, nowhere. You send aggregate reporting exports, which are not personal data. There is nothing to anonymise because there is nothing personal in it. That is written into the engagement.
For delivery work it is published rather than promised. The privacy page names every processor, where it is established, how a transfer out of the European Economic Area is covered, and the retention period, and the candidate data page says the same thing in the candidate's own words.
We already have a recruiter, or a whole TA team. Does this replace them?
No. Solvism works alongside them, not over them.
Embedded recruitment adds a partner who runs technical and IT searches inside the team: sourcing, candidate conversations and delivery. Your recruiter keeps the criteria, interview structure and records created through the work. A good internal recruiter benefits because Solvism adds accountable delivery without taking ownership away from the team.
If you would rather start with a diagnostic than jump into delivery, the assessment is the fixed-price way in. Either way the goal is a process your team owns, not a dependency on Solvism.
Do you work on contingency, or a success fee?
Embedded recruitment does not. It runs on a cancellable monthly retainer agreed in writing before it starts, with any performance component agreed up front and paid on top of the retainer, never instead of it.
Solvism does also run a placement-fee model for companies that specifically ask for one. It is not what this site is selling and it is not what most clients buy, but it exists, and you will be told plainly which one you are being quoted before anything is signed.
The distinction matters because contingency pays only when you hire. That puts your supplier's interest against yours at the moment the decision matters most, which is why the embedded work is not built on it.
Next step
Request the assessment.
Two things to bring. What AI is already running in your hiring, and what your recent senior hires cost you in time. Everything else can wait for the call.
Fixed price, agreed before we start.