Multilingual recruitment · Portugal, Greece, Spain
Candidates who speak the language,who are willing to relocate,and who are still there in six months.
We source them in 10 languages, we qualify them before we send them, and we support them until their first day.
You pay only on the start date.
Your cost is not sourcing. It is attrition in the first 90 days.
Finding an Italian or German speaker for a site in Lisbon or Athens is not the expensive problem. The expensive one is the person who signs, arrives, discovers a city that was sold to them in photographs and a flat they had not planned to find alone, and hands the badge back after six weeks.
You have then paid for sourcing, training, nesting and a month of production, and you are back in backfill on a seat your client already counts as staffed.
That is the only indicator we care about: is the person still there after six months. Everything we do upstream serves that.
You pay only if someone actually takes the seat
It is the first question we get. It does not have to wait until the bottom of the page.
A Dutch-speaking seat in Athens and a French-speaking seat in Lisbon are not the same difficulty: the exact scale is given at the brief, against your real need.
You do not have to start big
The model is the same in all three: nothing to open a req, one invoice on the start date. What changes is what we put behind it.
Role by role
A backfill, a single opening, one language. You want to see us work before going further.
- One req open, one start invoiced
- Sourcing in the candidate's language, in their country
- Support through departure included, at no extra cost
- Replacement guarantee
Nothing to open. One invoice the day the person starts.
Ramp-up
A wave to staff on one site, one or more languages, against a firm start date. A new LOB, a seasonal peak, a team to build.
- Everything above
- A lead recruiter on the wave, reachable directly
- A weekly check-in and a shared pipeline tracker
- Your priorities settled with you when the date tightens
Nothing to open. A tapering scale across the wave, set at the brief.
Dedicated corridor
A permanent flow on a basket of languages and one destination. You staff the same profiles all year.
- Everything above
- A native recruiter assigned per language on your corridor
- Continuous sourcing, including when you have no req open
- Integration with your ATS and your interview process
Nothing to open. The lowest terms on our scale.
10 languages sourced today, three countries, seven cities
These are the languages we are sourcing right now. It is not the list of what we can do.
Yours is not there? We open a corridor on request: Swedish, Norwegian, Danish, Finnish, Romanian, Hungarian, Greek, Spanish, Portuguese, English. Tell us the language and the city and you get a timeline at the brief.
The method, and what it commits us to
What we can do is measured on the candidate side
5.0 from 132 Google reviews. We checked: it is above every player in our market we were able to verify. These are candidates rating us, not clients.
Four questions online, open to anyone: nationality, native language, English level, availability. The test turns away the profiles we cannot place, and tells them why. We would rather lose a candidate online than make you lose an interview slot.
Asking rents per square metre by district, real cost of living, transport, climate. A candidate who arrives knows where they are arriving, and discovers nothing on the ground.
The team is itself multilingual and expatriate. A German candidate speaks German with someone who also moved.
What you can hold us to
Before we even talk volumes
What does it cost?
Nothing to open a role, and nothing until someone is actually hired. We are paid on a completed placement only, on a scale calibrated to volume and to the languages involved: a Dutch-speaking hire in Athens and a French-speaking hire in Lisbon are not the same difficulty. The exact scale is set at the brief.
Can we start with a single role?
Yes, and that is usually how it starts. The "role by role" option exists precisely for that: you see us work on a real need before committing to anything more. Nobody will ask you to commit to a volume in order to open a first role.
How long until a first short-list?
It depends on the language and the city. What we commit to is giving you at the brief a realistic timeline for YOUR need, and warning you as soon as it is at risk, before you commit to your own client. We do not promise a generic time to fill.
Which languages do you cover?
Ten are being sourced right now: French, Dutch, German, Italian, Polish, Czech, Turkish, Arabic, Nordic languages and a "less common languages" stream. The rest of Europe opens on request, corridor by corridor. We do not turn down a language: we turn down a timeline we could not hold, and we say so at the brief rather than six weeks in.
Do you name your clients?
Never. None of our listings, none of our advertising and no page address names a client or the end brand. What we sell the candidate is the job, the city and the package, not a logo. It is a clause in our contracts and it is verifiable: open any of our listings.
Do your candidates really agree to move?
That is our trade: we do not sell a job, we sell an organised move, with a signed job offer in hand before the flight. The candidate who arrives made the choice with their eyes open, and that is precisely what makes them stay.
And if the candidate leaves after two months?
We replace them under the agreed guarantee. And we look for why, because an early departure is almost always a housing or a team problem, and that can be corrected.
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Tell us what you are looking for
Four answers, thirty seconds. Raphaël replies within one working day with a straight first read, including when the answer is that we cannot do it.
Received.
Raphaël replies within one working day. If you would rather take the lead, his calendar is just below.
Let us talk about your openings
Thirty minutes with Raphaël, co-founder. Your volumes, your languages, your sites, your start date, and a straight answer on what we can do.