You are hiring in French, German or Dutch.
The talent pool is not in the country where you operate. It is with us, and it is willing to move.
Your cost is not sourcing. It is attrition.
Finding a German speaker for a site in Lisbon or Athens is not the expensive problem. The expensive problem is the one who arrives, discovers a city that was sold to them in photographs and a flat they had not planned to find alone, and leaves after six weeks.
You have then paid for a hire, a training course and a month of lost production, and you start again.
That is the only indicator we care about: is the person still there after six months. Everything we do upstream serves that.
Three languages sourced continuously, three countries, seven cities
The figures below are our roles open today, not a theoretical maximum.
We also open Nordic languages and less common ones (Czech, Polish, Greek, Hungarian) as needs arise.
The method, and what it commits us to
What we can do is measured on the candidate side
5.0 from 131 Google reviews. We checked: it is above every player in our market we were able to verify. These are candidates rating us, not clients.
Our online test turns away ineligible profiles before they book a slot. We would rather lose a candidate online than make you lose an interview.
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?
We charge a percentage on hire, calibrated to volume and to the languages involved. Nothing to open a role. The exact scale is given at the brief, because a Dutch-speaking hire in Athens and a French-speaking hire in Lisbon are not the same difficulty.
How long until a first candidate?
It depends on the language and the city. What we commit to is telling you at the brief a realistic timeline for YOUR need, and warning you as soon as that timeline is at risk. We do not promise a generic figure.
Which languages do you cover?
French, German and Dutch continuously. Nordic and less common languages as needs arise. We say no on what we cannot do.
Do your candidates really agree to move?
That is our trade: we do not sell a job, we sell an organised move, with the contract signed 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.
Let us talk about your openings
A thirty-minute call with Raphaël, co-founder. Volumes, languages, sites, timeline, and a straight answer on what we can do.