A hard-to-fill role · IPV Data
A different approach from the agency.
"Communication ran very smoothly and the approach was personalised well, based on the information available about candidates."
· Hiring manager, IPV Data
HeyHuma for recruiting
Reach the candidates who aren't actively looking.
You usually know the profile you're looking for. We find and approach the right candidates on LinkedIn from your own account and book interested ones straight into your calendar.
Built by ex-LinkedIn employees
Outreach from your own account
We handle selection and follow-up
SM
Sent to a candidate who fits the role
From your own LinkedIn account
Your experience scaling a growth team caught my eye. I think our role could be a good fit. Open to a short chat?
Interview booked within two days
3
weeks to first hire
Why active sourcing is needed
Good candidates usually already have a job.
The candidate who fits your team rarely browses job boards. Most are happy where they are, and a new role only comes into view when someone reaches out personally.
We write every message personally, send it from your account and make clear why the role could be interesting for that specific candidate.
A lot of recruiting still starts with reach: post the vacancy, run campaigns and wait for replies. For scarce or specific profiles a targeted approach usually works better.
Bigger lists have never made this easier. A short one works better, as long as the message is worth answering.
The difference
An extension of your hiring team.
We do the sourcing, write the messages and follow up on replies. You keep sight of the audience and only talk to the candidates who fit.
How it works
How we approach recruiting.
We agree on the profile together. Then we do the sourcing, outreach and follow-up from your account. You only talk to candidates who are interested and fit the role.
The week-by-week planning is under how it works.
1
Define the profile
In a short session we discuss the role and the profile you're after: level, field, region and, where relevant, employers to look at.
2
Target group
We build a targeted list of candidates who meet the key criteria.
3
Assess the match
For each candidate we show why the profile fits, where the caveats are and which angle makes sense for the first message.
4
Personal outreach from your account
Every candidate gets a personal message from your account. Where relevant we add a personal landing page with more about the role.
5
Interviews in your calendar
We follow up with interested candidates and let them pick a slot in your calendar directly.
Selection on substance
You see more than a name and a job title.
We show why someone fits.
For each candidate you see how the profile maps to the key requirements of the role, including any caveats.
That makes it quicker to decide who to talk to.
Candidate brief · sample
92%
Maya R.
vs. Senior Performance Marketer
Paid social at €100k+/mo budgets
Strong
E-commerce growth
Strong
Built and led a small team
Strong
B2B marketplace experience
Partial
Recent work
Examples from recent work.
Sourcing capacity · Welten
70 intro conversations in three months.
We took over the search, the selection and the first approach, so the recruitment team could speak to more candidates without freeing up time for sourcing.
A candidate's reply
“You actually look at a profile before approaching someone.”
"I cannot change jobs right now. This is where you make the difference for your candidates."
· Candidate we approached
Want to reach candidates who don't apply?
Tell us the profile you're looking for. In a short intro we'll show how we'd approach the audience and the outreach.
You'll know straight after the call whether it's a match.
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