Define the need.
We turn your responsibilities and practical requirements into a clear candidate specification. Essential skills, expectations and team context form the basis of the search.
Discuss your candidate specification ↗TALENT ADVISORY · ACTIVE SOURCING · EXECUTIVE SEARCH
The right people.
Stronger teams.
Recruit specialists and leaders through a search process that understands your requirements and the people behind each profile.
SEARCH4 supports you from a clear role brief through to appointment. With personal direct outreach, structured interviews and a carefully assessed shortlist.
01 / THE RIGHT SEARCH APPROACH
Your vacancy shapes
our approach.
Whether you need one key appointment or several hires, we agree a search assignment with clear criteria, responsibilities and feedback steps.
Reach the right people.
We identify and approach suitable candidates directly, using relevant networks and search channels. This extends the search beyond incoming applications.
See direct outreach in our process ↗Fill key positions.
For leadership and other key roles, we tailor the search strategy, discreet outreach and assessment closely to your situation.
Discuss a key position ↗02 / QUALITY IN SHORTLISTING
A profile describes experience.
A conversation reveals more.
For us, personality beyond the CV means assessing professional skills carefully while also understanding how a person works, what motivates them and what they expect.
Professional requirements remain essential. We add the context that a CV alone cannot provide.
Personal interview
Discuss motivation, reasons for considering a move and expectations of working together.
Assess professional skills
Explore career experience, specific responsibilities and project work against your essential criteria.
Align practical requirements
Check location, availability, salary expectations and other requirements early on.
Prepare decisions
Assessed profiles with clear context, rather than CVs forwarded without explanation.
03 / WORKING TOGETHER
From the brief
to the appointment.
You know where the search stands and have a personal point of contact. We agree how and when to exchange feedback and coordinate decisions.
Brief & Search assignment
Clarify the role, responsibilities, salary band, location and selection criteria. Agree scope and terms.
Outcome: an agreed search brief.Search & Shortlisting
Identify, approach and personally get to know suitable people. Assess professional skills and practical requirements.
Outcome: assessed candidate profiles.Introductions & Interviews
Review profiles together, coordinate conversations and gather feedback from both sides.
Outcome: a sound basis for selection.Decision & Joining
Support selection and discussions through to contract signing. Prepare the planned start together.
Outcome: clarity for the business and candidate.04 / OUR FEE MODEL
Success-based.
An agreed
fixed fee.
A fee based on the salary band.
No percentage of annual salary.
Our placement service is success-based. We agree a fixed fee for your search assignment in advance, based on the relevant salary band and a clearly defined scope of work.
- Fee model explained clearly before engagement
- Placement fee payable upon a successful appointment
- Specific terms and payment dates agreed in the contract
For advisory or other project services, we agree scope and fees separately.
Discuss your search and terms ↗05 / INDUSTRY & LOCATION
The role in focus.
The wider context considered.
Industry and location shape the search. Together, we clarify which experience is essential and which conditions make your role attractive.
01Construction & infrastructureConstruction management · Project management · Estimating · Specialist trades
For site management, project management and estimating, we clarify project types, technical experience and responsibilities. Location, willingness to travel and working conditions form part of the search profile.
Construction & infrastructure in detail ↗Discuss hiring needs in this industry ↗02Industry & TechnologyProduction · Mechanical engineering · Engineering · Technical leadership
In production, mechanical engineering and engineering roles, the specific technology and working environment matter. Together, we define technical knowledge, interfaces and any leadership responsibilities.
Industry & technology in detail ↗Discuss hiring needs in this industry ↗03Trade & ServicesSales · Operations · Logistics · Commercial roles
For sales, operations, logistics and commercial roles, we look at the business model, customers and processes. This clarifies relevant experience, scope of responsibility and expectations for the role.
Discuss hiring needs in this industry ↗04Defense & SecurityDefence · Security technology · Engineering
In defence and security technology, we clarify technical requirements, the project environment and relevant industry experience. Any evidence or access requirements are discussed with you for the specific position.
Discuss hiring needs in this industry ↗05Life SciencesChemicals · Pharmaceuticals · MedTech (medical technology)
Processes and requirements differ significantly across chemicals, pharmaceuticals and medical technology. We clarify the specific field, relevant quality and documentation requirements and the practical experience your role needs.
Discuss hiring needs in this industry ↗Rooted in the Mettmann district. Active across Germany and internationally.
With RegioHero 360°, we also consider settling in and building local connections.
PLAY4MATCH adds a personal route: talent and employers get to know each other through sport, games and dialogue.
06 / RECRUITMENT QUESTIONS
Before you engage us.
Know where you stand.
Which roles can I discuss with SEARCH4?
We help businesses recruit specialists and leaders. In an initial conversation, we clarify the role, industry, location and practical requirements, then agree whether and how we can take on the search.
How does active sourcing differ from a job advertisement?
A job advertisement invites interested people to apply. Active sourcing means identifying suitable people and approaching them directly. The combination of channels depends on your vacancy.
What does success-based placement mean?
The placement fee becomes payable upon a successful appointment. The precise definition of success, payment dates and other conditions are agreed in the placement contract.
How is the fixed fee by salary band determined?
Together, we assign the position to the relevant salary band and agree the fixed fee and scope of work before engagement. Your individual proposal sets out the specific terms.
How quickly can a position be filled?
This depends on factors including the role, location, candidate specification and availability of suitable people. After the brief, we discuss a realistic search plan. We do not promise a universal hiring deadline.
What information do you need to get started?
Responsibilities, scope of the role, essential criteria, location, working arrangements, salary range and preferred start date are helpful. An existing job description is a good starting point; we clarify open questions together.
07 / YOUR NEXT STEP
Which role
would you like to fill?
Let’s discuss your role, practical requirements and the right search approach.
info@searchfour.de ↗+49 1556 6611 599 ↗SEARCH4 · S4G Talent Solutions GmbHHauptstr. 44 · 40789 Monheim am Rhein
What we discuss in an initial call.
- Which responsibilities and skills are essential?
- What are the location, salary range and timeframe?
- Which search approach suits your needs?
- What scope of work and terms should we agree?
The link opens your email application. Alternatively, call us directly.