Not all companies have the time or resources to manage long and complex recruitment processes.
For SMEs and professional firms, however, speed must not come at the expense of quality.

The solution is the micro-assessment: a fast yet structured evaluation method that enables companies to effectively assess a candidate’s skills and potential without unnecessary steps.

In SMEs and professional firms, middle management plays a pivotal role: it acts as the bridge between strategic direction and day-to-day operations.

Middle managers are not just coordinators — they interpret, adapt, and execute business decisions while ensuring teams remain motivated, aligned, and productive.

When talking about employer branding, many immediately think of costly marketing campaigns, high-profile events, or prestigious partnerships.
In reality, small and medium-sized enterprises (SMEs) and professional firms can build a strong, attractive employer brand even without a large budget.

The key lies in working strategically and authentically, leveraging what truly makes the company unique.

Retaining top professionals isn’t just about preventing them from leaving the company.
The real challenge is transforming retention into loyalty — building a solid, motivating, and mutually beneficial relationship. This approach goes beyond traditional retention strategies and focuses on creating genuine, long-term engagement.

For SMEs and professional firms, loyalty is a strategic lever to reduce turnover, protect know-how, and maintain competitiveness.

The job market is constantly evolving — and with it, so are candidates’ priorities.
SMEs and professional firms that want to attract and retain top talent must understand these changing expectations and adjust their recruitment strategies accordingly.
2025 marks a further acceleration of trends that have been growing in recent years.

Hiring doesn’t end with signing the contract.
The first 90 days are critical to turning a new hire into a long-term success.

A strategic onboarding process goes far beyond sharing practical information: it helps new talent feel part of the company, understand its culture, and start contributing effectively from the very beginning.

Posting a job ad and waiting for applications may seem like the easiest way to start a recruitment process.
But if the goal is to find the right professional — especially for strategic roles within an SME or professional firm — this “passive” approach isn’t enough.

Most top talents aren’t actively looking for a new job. They’re already employed, but they could be open to new opportunities if approached in the right way.
That’s where active sourcing comes in.

Every hire is an investment. However, when the wrong profile is chosen, the costs—financial, organisational, and reputational—can be extremely high. But what is the real impact of a bad hire? And what actions can help prevent it?

In today’s job market, finding candidates is easy. Finding the right ones is another matter entirely—especially when it comes to managerial and operational roles. These professionals not only need solid technical skills but must also navigate structured environments, interface with multiple organisational levels, and adapt to specific corporate contexts. This is why specialized recruiting makes all the difference.

In recruitment, much is said about technical skills and past results. But there is another equally crucial – and often underestimated – factor: cultural fit.
In other words, how compatible a candidate really is with the values, style, and vision of the company they will join.

Assessing this aspect effectively not only ensures that you hire the right person but also that they stay and thrive in the long term.