Technical and IT recruitment · SaaS and deep tech
Jonathan helps you build a recruitment function, support your existing team or work through a specific hiring problem.
Opens Jonathan’s calendar.
An ongoing embedded recruitment partnership on a cancellable monthly retainer, not a contingency arrangement.
Your hiring situation
“We always struggle to hire engineers” describes a feeling. It does not tell you what to change. The problem could be sourcing, screening, scheduling or the offer.
Interviewers can meet the same candidate and reach opposite conclusions. Without agreed criteria, the debrief becomes a debate about what the role needs. We start by making that decision explicit with your team.
The recruitment work
From agreeing the role to supporting the decision, Jonathan works in your existing tools with your hiring managers.
We agree the role brief, a scorecard and a search plan with your hiring manager. The scorecard sets out the job-related evidence your panel will assess. The plan sets out where we will look and what we will test.
Agree what the person needs to do and the experience that matters. Then find and contact people whose experience may fit.
Discuss the role, their experience and what they want next, so both sides can decide whether to continue.
Record written evaluations in your ATS, your applicant tracking system. Review search progress, feedback and decisions with your team. Your team remains responsible for the decision to hire.
At the agreed review point, we examine the work completed, open decisions and what the search has shown. At handover, your team keeps the brief, scorecard, search records and agreed next actions. The scope and review point define the work, not a promised hire.
Gillnet, our own AI sourcing product, supports the search. Jonathan handles the candidate conversations. More about Jonathan. What the EU AI Act means for AI in hiring.
Hiring Lab
Hiring Lab brings role criteria, panel preparation and recorded decisions into the same working method.
We prepare interviewers against the agreed criteria, compare how they assess sample answers and assign what each will cover. Interviewers record their assessments independently before discussing the evidence together. Notes and decisions stay in your ATS.
Where your team has simultaneous hiring demand, a shared interview block can fit the work. We agree the rhythm with your team. The event format is optional and depends on panel availability.
Hiring priorities, role requirements, access to your tools and the people who will interview. Your team gives feedback and decides who to hire.
A clear role brief and criteria for comparing candidates. Interview plans your team can reuse, with recruitment records for future reference.
When the search shows a need, we agree interview criteria, prepare interviewers and improve how your hiring tools record the work.
This illustration is not a record of a Solvism engagement.
Work samples
These blank formats show what we write down. They contain no client work or candidate information.
Illustrative template
Illustrative template
Fit
Scope and monthly terms
Start with an informal conversation about your hiring needs and current setup.
We discuss what Jonathan will take on and what your team will handle.
We agree the scope, monthly fee and cancellation terms in writing before work starts.
Embedded recruitment runs on a cancellable monthly retainer. Any performance fee is agreed in writing before work starts and paid on top of the retainer, never instead of it.
We also offer a placement-fee model to companies that ask for one, and we tell you which one you are being quoted before anything is signed. There is no promised hiring date or outcome.
A separate assessment reviews your process; hiring redesign builds improvements identified through an assessment or embedded work. Neither is a required purchase before embedding.
Talk to Jonathan
Tell me which roles you need to fill and where you need help. I reply myself to explore whether the partnership fits.
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jonathan@solvism.nl
