Tessero Hungary.

Recruiting permanent staff from first professional roles to board level. We work from a brief that includes the honest constraints, including whether the role is fillable at the rate offered. Every shortlist carries written reasoning for the names on it and the people we ruled out, and a replacement guarantee behind it.

Professionals placed into temporary roles across administration, finance, engineering and IT, screened to the same standard as a permanent search. We become the employer and carry the contract, payroll, attendance and leave. You direct the work. It covers absence, seasonal peaks and headcount freezes, and it works as a trial before a permanent decision.

Contractors across development, infrastructure, data, cloud and security, most of them people we already know and not currently looking. That relationship is why we can move when a project date will not. Screened profiles with availability and rate confirmed, usually within days. Day rate benchmarking, contract, compliance and payment handled end to end.

Mapped, confidential searches for executive directors, senior management and team leaders, run by a dedicated team. We build the market for the mandate rather than query a database, headhunt directly, and assess with structured interviewing and written evidence. Discretion holds on both sides, and we stay in contact through the first months in role.

Some or all of your hiring, run by us under your brand. Named consultants join your team, on your systems, working to your process. Scope and commercial terms are agreed in writing before anyone starts. Method and market knowledge transfer back when the programme ends.

Individual and group assessment and development centres, and psychometric testing, for external hiring and for internal selection and promotion. Exercises are drawn from the actual job rather than a generic bank, scored by several assessors and calibrated against comparison groups. Every candidate faces identical conditions, and every participant gets feedback.

Benchmarks built from completed placements, offers made and declined, real candidate packages and consultant knowledge, rather than last year's survey. Three depths, from general market ranges through a filtered comparator set to direct research against named companies. Total compensation including bonus and benefits, written up, with a consultant to interpret it with you.

Campaigns that put your employer brand in front of people who were not searching, in the places they actually spend their time. Microsites carrying your brand, job advertising placed where it performs locally, targeted email to a segmented database, and social aimed at passive candidates. Reported by channel, so the next one costs less.

One-to-one career transition support for people leaving the business, from a single person to a whole team. A named consultant, not a portal and a login. Goal setting first, then positioning, applications, interview preparation and market introductions, with support continuing until they land. Separate programmes for specialists, managers and executives.