Specific Recruitment
The best hires rarely begin with a simple job title.
Two companies may be looking for exactly the same profile on paper. Same role. Same level of experience. Same sector. Same location. And yet, they are not necessarily looking for the same person.
Because a hire is never just a list of skills. It depends on an organisation, a culture, a manager, a team, a moment in the company's history and the challenges the person hired will actually have to meet.
This is precisely where our work begins. Before searching for a candidate, we seek to understand what makes your need specific. Because when the context changes, the answer must change with it.
This is what we call Specific Recruitment.
I'm interestedWhat makes it
specific?
What makes a recruitment specific is not always what you might think.
A skill can be found. Experience can be verified. A career path can be compared. But understanding why a person will be the right one in your environment takes more. It is this understanding that turns a search into Specific Recruitment.
A skill
A particular technical expertise. Industry knowledge. A certification. Regulatory mastery. Sector experience. Sometimes, one skill entirely changes the scope of a search.
A combination
The most interesting profiles do not always fit neatly into a category. Finance and transformation. HR and technology. Technical expertise and leadership. International experience and knowledge of the Swiss market. Singularity often lies in the combination.
An environment
Succeeding in an international group does not necessarily require the same qualities as succeeding in a family-owned SME or a scale-up. Processes. Governance. Pace. Autonomy. Complexity. The context in which a person succeeded matters as much as what they achieved there.
A personality
Two candidates may have almost identical experience and have a completely different impact in the same organisation. Way of communicating. Adaptability. Leadership. Motivations. Relationship with change. Way of deciding. This is also why we look beyond the CV.
A moment
A company never recruits in a vacuum. It may be growing, transforming, structuring, going through a succession or a turnaround — or simply at a moment when a team must take a new step. The right profile today is not necessarily the one that should have been hired yesterday. And perhaps not the one that will be needed tomorrow.
Our approach
A search begins long before the first candidate.
The quality of a hire depends on understanding the need, the precision of the search, the quality of the assessment and the attention paid to every step.
Every Bespoke & Partners assignment therefore follows a method:
Structured in its standards. Adaptable in its execution.
01
Understand
Understand before searching.
Understanding the organisation, its environment, culture, team, ambitions and the context of the hire. Then challenging together responsibilities, skills, personality, compensation and market reality. Defining together what “the right person” means.
02
Explore
Understand the market before asking it for an answer.
Identifying relevant environments, target companies, possible career paths and talent pools. Database, network, direct approach, market intelligence and technology are used depending on the assignment. We don't simply wait for the right profiles. We go and find them.
03
Meet
A CV allows you to select. A meeting allows you to understand.
Exploring the career path, but also motivations, aspirations, ways of working and what will give meaning to a next step. Because recruitment works both ways: the meeting is the beginning of a mutual decision.
04
Assess
Adding depth to intuition.
When the assignment requires it, assessment allows us to explore personality, motivations, working styles or reasoning abilities. Data never replaces our judgement. It enriches it.
05
Advise
A shortlist is not an end. It is the beginning of the decision.
We present a considered, reasoned selection put into perspective: career paths, fit with the context, motivations, points of attention and insights from assessment where relevant. Our role is not to choose for you. It is to enable you to choose better.
06
Stay close
And then, staying close.
We stay in touch with the company and the person hired during their onboarding. A signature marks the end of a search. Not yet the success of a hire.
Candidate experience
A candidate experience worthy of the decision.
A recruitment is also an experience lived by every person approached.
At Bespoke & Partners, we consider this experience an integral part of the quality of the assignment.
Clarity of process. Quality of exchanges. Respect for time. Feedback. Preparation. Transparency.
We want every candidate to understand where they stand, what is expected of them and what we can offer them.
Because a well-supported candidate makes better decisions.
And because the way they experience the process also shapes how they will perceive the company we represent.
Candidate experience is not an add-on service.
It is part of recruitment.
A different model
We have also rethought the way we work together.
The traditional recruitment model generally ties fees to the salary of the candidate hired.
We chose to question this logic.
Our model is built around the progress of the assignment, shared commitment and the value created at each stage.
It allows a more gradual approach, while keeping fees in line with the market.
A more aligned relationship. A better-distributed investment. A shared commitment through to the result.
Leadership decisions shape organisations.
A succession. A newly created role. A transformation. A strategic appointment. Sometimes, everything simply begins with a confidential conversation. Let's talk about your next leadership challenge.