Services We Provide.
Hire across Europe and you end up with a different supplier in every country. A different standard with it. We run nine services in six markets. Permanent and temporary, contracting, executive search, RPO, assessment, benchmarking, marketing, outplacement.
Same method everywhere, delivered by people who live in the market. Tell us the problem and we will tell you which piece fits. If none of them do, we will say that too.
01
Permanent recruitment
The hire that has to hold
02
Temporary staffing
Capacity without the headcount
03
IT contracting
Contractors who ship
04
Management & executive search
Appointments that set direction
05
Recruitment process outsourcing
Our team, inside yours
06
Assessment & development centre
Evidence, not impressions
07
Salary benchmark
What the market actually pays
08
Recruitment marketing
Reach the people not looking
09
Outplacement
How people leave says who you are
Start where your problem is.
Every service is detailed below. Not all nine run in every market, so each section names the countries that deliver it. Most clients end up using three or four, because the problems arrive together.
WHEN IT FITS
You are building capability you intend to keep, and the cost of the wrong person is higher than the cost of the search.
How it runs
- Brief. Role, team, culture, and the honest constraints. If the role is unfillable at the rate offered, we say so here.
- Search and screen. Network first, advertising second. Pre-screening against the brief, not against a keyword.
- Shortlist. A short set with written reasoning for each name and for the people we ruled out.
- Interview and assess. Coordination, competency assessment, and reference work where the role warrants it.
- Offer and onboard. Offer management, resignation support, and contact through the notice period into week one.
What you get
- Consultants who know your sector, not just recruitment.
- A shortlist that is a recommendation, not a longlist for you to screen.
- Market and salary context supplied with every brief, before you set the range.
- Structured competency interviewing and skills assessment ahead of introduction.
- Onboarding support after the offer, and contact with the candidate after they start.
- A replacement guarantee of three to six months, set by the scope of the search.
Permanent recruitment
The hire that has to hold.
Permanent recruitment in Budapest across SSC/BPO, finance, technology and engineering. Shortlists we stand behind, with a three to six month replacement guarantee.
Delivered in
SwedenDenmarkHungaryRomaniaLuxembourgCzechia
WHEN IT FITS
The work is real and the headcount is not there yet. Or you want to see someone work before you commit to them.
How it runs
- Requirement. What the work is, how long it runs, and what the person actually needs to do on day one.
- Approach. A search strategy built for the timeline, not a generic advert.
- Candidates. Screened profiles with availability and rate confirmed before you see them.
- Interviews. Coordinated around your team, usually inside a week.
- Employment and payroll. We become the employer. Contract, payroll, attendance and leave sit with us.
What you get
- Full employment administration: payroll, onboarding, offboarding, attendance and leave.
- Candidates sourced and screened to the same standard as a permanent search.
- Cover for absence, seasonal peaks, project spikes and headcount freezes.
- A working trial before a permanent decision, with the option to make it permanent.
- Compliance with local temporary agency work requirements, held by us.
- One point of contact for the whole assignment, start to finish.
Temporary staffing
Capacity, without the commitment.
Temporary staffing in Budapest across administration, finance, engineering and IT. We employ, payroll and administer. You direct the work.
Delivered in
SwedenDenmarkHungaryLuxembourgCzechia
WHEN IT FITS
A project has a date and the skill is not on the team. Or the skill is on the team and needed on two things at once.
How it runs
- Technical brief. Stack, seniority, delivery context, and whether the work is genuinely remote.
- Network first. We go to people we already know before we go to market.
- Screened profiles. Availability, rate and technical fit confirmed. Usually within days.
- Client interview. Coordinated fast, because contractors do not wait through a three-week loop.
- Contract and start. Paperwork, compliance and onboarding, then a check-in once they are in.
What you get
- Access to contractors already known to us, rather than a fresh advert and a wait.
- Day rate benchmarking before you commit to a number.
- Contract, compliance, invoicing and payment handled end to end.
- Extension, rollover and offboarding managed without you chasing it.
- Reach into the other five Tessero markets when the skill is not local.
- Recruiters who can hold a technical conversation and filter on it.
IT contracting
Contractors who ship.
IT contractors in Budapest across development, infrastructure, data, cloud and security. Contract, compliance and payment handled end to end.
Delivered in
SwedenDenmarkHungaryRomaniaCzechia
WHEN IT FITS
The appointment changes what the organisation can do. Or the search has to happen without the market knowing.
How it runs
- Mandate and market map. Agreed brief, competitive analysis, target companies, and a timeline we hold to.
- Direct approach. Headhunting, referrals and network. Discreet, named, one conversation at a time.
- Assessment. Structured interviews, assessment instruments where relevant, references.
- Shortlist and calibration. A small set, presented with reasoning, plus what the market told us about your proposition.
- Offer, close and follow-through. Offer management, and contact through the first months in role.
What you get
- A mapped market, built for this mandate, not a database query.
- Confidentiality held on both sides, throughout.
- Structured interviewing using the STAR method, with written evidence.
- Salary benchmarking for the specific position, not the generic band.
- Personality and competency assessment where the appointment warrants it.
- Succession planning support and honest feedback on your own process.
Management & executive search
The appointments that set the direction.
Confidential management and executive search in Budapest. Mapped markets, STAR-method assessment, and salary benchmarking for the specific appointment.
Delivered in
DenmarkHungaryRomaniaLuxembourgCzechia
WHEN IT FITS
Volume is high, the timeline is short, or your team is at capacity. It also fits a company hiring in this market for the first time and needing the market read as well as the hires.
How it runs
- Scope. Which roles, which stages, which brand. Written down before anyone starts.
- Embed. Named consultants join your team, on your systems, under your brand.
- Run. Hiring proceeds to your process, with the sector knowledge added rather than imposed.
- Report. Regular status on every live role. No chasing, no holding emails.
- Hand back. Method, tooling and market knowledge transfer to your team when the programme ends.
What we run
- Workforce planning and market forecasting.
- Attraction, sourcing, screening, assessment and selection.
- Interview coordination and offer management.
- Compliance and background verification.
- Onboarding support and post-start follow-up.
- Reporting, metrics and ATS management.
- Employer brand support: campaigns, social and microsites.
Recruitment process outsourcing
Our team, inside yours.
RPO in Budapest. Our consultants embed in your HR team, hire under your brand, and work to your process. Scope agreed in writing before anyone starts.
Delivered in
SwedenDenmarkHungaryRomaniaCzechia
WHEN IT FITS
The decision is expensive to get wrong. A promotion, a leadership appointment, a graduate intake, or a restructure where you need to place people fairly.
How it runs
- Situation analysis. What decision the centre has to support, and which competencies actually predict success in the role.
- Tool design. Exercises and instruments selected or built for that competency set.
- Session. Individual or group, in the local language or English, run by trained assessors.
- Scoring. Multiple assessors, consensus, calibrated against the comparison group.
- Report and feedback. Written report to you, individual feedback to every participant.
What you get
- Better decisions, because the evidence is behavioural rather than conversational.
- Objective measurement of skill and potential, scored against defined competencies.
- Identical conditions for every candidate, which makes the comparison fair and defensible.
- Results calibrated against comparison groups, not read in isolation.
- Exercises drawn from the actual job, not from a generic bank.
- Feedback delivered to you and to every participant.
Assessment & development centre
Evidence, not impressions.
Assessment and development centres and psychometric testing in Budapest, for external hiring and internal selection. Objective, calibrated, defensible.
Delivered in
Hungary
WHEN IT FITS
You are setting a range, defending a counter-offer, building next year's budget, or trying to work out why the last three candidates said no.
How it runs
- Define the target group. Role, level, sector, location and comparator set, agreed with a consultant.
- Research. Completed placements, offered salaries, candidate packages, consultant knowledge, external databases.
- Candidate contact. Direct conversations to confirm real package detail, not just headline salary.
- Report. Written findings, with the ranges, the outliers and what they mean for your range.
What you get
- A written report on total compensation, not just base salary.
- Benefits, bonus structures and non-cash elements included as standard.
- Data drawn from live recruitment activity, so it reflects now rather than last year.
- A consultant who will interpret it with you rather than email a PDF.
- Repeatable methodology, so year-on-year comparison holds.
Salary benchmark
What the market actually pays.
Salary benchmarks for the Hungarian market, built from completed placements and real candidate packages. Three depths, from general ranges to named-company data.
Delivered in
HungaryRomaniaCzechia
WHEN IT FITS
The role is hard to fill, the employer brand is not yet known in this market, or you are hiring a group of people rather than one.
How it runs
- Objective. One campaign, one job. A specific role, a talent pool, or employer brand in a new market.
- Audience. Who they are, where they are, and what would make them read past the first line.
- Creative and channel. Message and placement built together. The sector noun localises, the structure holds.
- Run. Live campaign, managed by us, with applications routed wherever you want them.
- Measure. Performance by channel, and an honest read on what to stop doing.
What we build
- Microsites carrying your employer brand, linked from our own platform.
- Job advertising across the platforms that perform locally, placed and managed.
- Banner and logo placement across web, mobile and social.
- Targeted email to our candidate database, segmented by sector, location, seniority and salary expectation.
- Social campaigns on LinkedIn, Facebook and Instagram, aimed at passive candidates.
- Reporting on what worked, by channel, so the next campaign is cheaper.
Recruitment marketing
Reach the people who are not looking.
Employer brand campaigns, microsites, job advertising and targeted email in Hungary. Built to reach candidates who are not searching.
Delivered in
Hungary
WHEN IT FITS
You are making changes and want the people affected to land well. And you want the people who stay to see how you handled it.
How it runs
- Scope with the employer. Who is affected, what level, what timeline, and what you want the experience to feel like.
- Introduce the consultant. The right consultant for the level, introduced properly. Available from one person upwards.
- Goal setting. Where they want to go next, agreed together, before any CV work starts.
- Active search support. Positioning, applications, interview preparation and market introductions.
- Landing. Support continues until they are placed and settled.
What the person gets
- A named consultant, not a portal and a login.
- An honest assessment of where they stand in the current market.
- CV, profile and positioning work, built with them rather than for them.
- Interview preparation and a search strategy they can actually run.
- Support through the part nobody puts in the brochure, which is the emotional side of it.
- A programme with a core and optional modules, shaped around the individual.
Outplacement
How people leave says who you are.
One-to-one outplacement and career transition support in Budapest, from one person to a whole team. Specialist, manager and executive programmes.
Delivered in
HungaryRomaniaCzechia
