I look for people to fit the task,
not CVs to fit the vacancy
One approach does not fit every vacancy. I choose the scheme by volume, urgency, how narrow the profile is and where the right people physically are. Separately — work on a vacancy that will not close, and joining your own in-house hiring.
Recruitment
Volume recruitment
When many similar positions need closing and the candidate flow must stay constant.
- Line and blue-collar staff
- Warehouse, production, service, logistics
- I design the pipeline and the screening profile myself; at high volumes researchers work the phones under my control
Targeted search
One vacancy, but the requirements are narrow and there is no room for a miss.
- Engineers and technical specialists
- Mid-level managers
- Experience and motivation assessed before the interview
Project staffing
A team for a site launch, a shift or a new line of business — on a short deadline.
- Group recruitment to a deadline and budget
- Closing timelines and replacement of candidates who fail to show up
- Support through to the first working day
Regional search
When the local market is not enough and people must be brought in from other cities.
- Working across several regions
- Logistics and accommodation factored in
- A sober estimate of timelines
Vacancy audit
Why the position has not closed for months — and what to change in it.
- Requirements checked against the market
- Salary range and terms analysed
- The vacancy text rewritten
Recruiting on your side
When your in-house recruiter runs the vacancies and needs hands and a second opinion.
- Screening and first interviews in your pipeline
- Assessment of finalists before the offer
- Analysis of rejections and failed starts
I present candidates to the client; employment contracts are signed directly between candidate and employer. I do not provide staff-leasing services. A candidate's data goes only to the employer whose vacancy is being worked, and only with the candidate's consent.
How the work goes
- STEP 01
Brief
We discuss the task, the terms and the realistic candidate profile. I say straight away if the requirements diverge from the market.
- STEP 02
Search
Job boards, direct search in the industry, referrals and regional channels. I keep the funnel full until the position closes.
- STEP 03
Selection
I interview, verify experience and motivation. You meet only people I have checked personally who have confirmed they are ready to start on your terms.
- STEP 04
Start
I stay with the process to the first working day. The replacement guarantee — its term and conditions — is fixed in the assignment before the search starts.
- Search for a vacancy
- A steady flow for volume roles
- Vacancy audit
- Support for your in-house hiring
Timing, replacement guarantee and fee are fixed in the brief before the search starts.
What people come with
- A team is needed for a site launchShort deadline, a group within budget and replacement of no-shows.
- An engineering vacancy has been open for monthsChecking the requirements against the market and a targeted search.
- The in-house recruiter cannot keep upScreening and first interviews within your funnel.
- The local market is too smallSearch in other regions, taking relocation and housing into account.
These are typical requests, not descriptions of specific cases: client information is never disclosed.
Frequently asked questions
How quickly is a vacancy filled?
It depends on the profile, the terms and the market. I give a realistic timeline at the briefing, and if the requirements are out of line with the market I say so at once, before the search begins.
Is there a replacement guarantee?
Yes. The period and conditions are fixed in the brief before work starts.
Which regions do you cover?
All of Russia. When the local market is too small, we bring people in from other cities, taking logistics and housing into account.
Who employs the candidate?
The employer, directly. I present candidates, and the candidate signs the employment contract with you. I do not provide staff leasing.
How do you handle candidates’ data?
I pass it only to the employer whose vacancy the search is for, and only with the candidate’s consent.
Send the vacancy or the profile — I will reply whether the position can realistically be closed and how fast.
Send the vacancyThe other five tasks
Crisis management
Financial diagnostics and a recovery plan when liabilities outrun cash flow.
02 / 06Mediation
Dispute resolution with a neutral intermediary — before court or alongside it. Faster and cheaper than litigation.
03 / 06Business value
What a company or stake is worth, what drives the number, and what to check before buying.
04 / 06Career strategy
For executives at a turning point: profile diagnostics and workable scenarios for the next step.
06 / 06Training
Seminars and corporate programmes: money, negotiations, disputes, business value and hiring — on your cases.
Describe the task
in your own words
Write what is going on: you need a person, negotiations have stalled, you are weighing a move or a sale of the business, the cash flow does not add up. I will reply within one working day: what I can help with, how long it takes and the rough order of the price — or tell you straight if the task is not mine.
Follow. I write about the work, case breakdowns and what is going on around. Subscribe if you want to follow — for business, email or phone works better.
I reply myselfRequests come to me personally, with no managers or call centre in between.