Perfomynd – Spot-on Hires with a Proven System
Headhunters place people — we clarify who you really need, win the right person, and get them fully productive in a short time.
Free, non-binding and just a few minutes to an initial assessment.
Your benefit
- The confidence of making the right hiring decision
- A data-based match between candidate, team and role profile
- Cutting onboarding time in half
How we do it?
Perfect Match
With the AECdisc® potential analysis, we determine which person fits the role, the team and the leadership.
Certainty and goal achievement
With scorecards and OKRs we define clear hiring goals and review progress regularly.
Productivity
We advise and support structured onboarding so new team members reach 100% quickly.
Free, non-binding and just a few minutes to an initial assessment.
Along the way we answer the following questions:
- Who exactly do we need?
- Why should this person join us in particular?
- How and where do we reach them?
- How do we recognise the right person — and the wrong one?
- What conditions must be in place for the person to achieve their goals?
- From when does a hire count as a success, and how do we recognise that precisely?
What does it take for spot-on hires?
A pilot
Module 1
Key question: Who should fly the aircraft?
We assume you set a high bar for a pilot. That is why we look beyond skills and CVs alone. We also assess working style, motivation and team behaviour. The AECdisc® potential analysis helps us here. It is also used by the Hessian Police in recruiting.
We clarify
- Which professional skills are indispensable?
- What can the person still learn after joining?
- Which working style does the role demand?
- Which person fits well with the manager?
- Which person complements the team?
- Which traits could cause problems later?
- How can the person best be coached and developed?
You receive
- a clear picture of the person you are looking for,
- must-have and nice-to-have professional criteria,
- insights into matching personal traits,
- insights into clear warning signs,
- an adaptable profile for search, outreach and selection,
- interview guides that match the search profile,
- campaigns that match the search profile.
A signpost
Module 2
Key question: Where are we flying to?
Without a destination we are blind. Without signposts we get lost in the noise. From the start it must be clear where we are going. Even more important: from when we have arrived. Together with you we create role-specific scorecards. We also formulate matching Objectives and Key Results (OKRs).
We clarify
- Which results you expect from your new team member
- By when those results should be in place
- From when the person should work independently at the latest
- What you need to provide for that
- Who supports as a sparring partner
- From when the hire counts as a success
You receive
- clear criteria for success & failure
- measurable goals you can track
- fixed dates & milestones
- clear accountabilities
- clarity on which interfaces contribute to success
- a written basis for employee conversations
An access control
Module 3
Key question: Who do we let in, and why?
We want every candidate to go through a fair process. That requires consistent access controls and suitable procedures. Everyone completes the same quality check with fixed criteria. To that end we create interview guides and skill checks. We also advise on building assessment centres.
We clarify
- Which questions should be asked to form a sound assessment of the person and their likely behaviour in the relevant work situation
- How conversations should be structured to achieve good results efficiently
- How the candidate experience stays strong in this part of the process as well
- Whether the person is available and fits the salary range
- Which critical factors could put a hire at risk
You receive
- Interview guides tailored to the role
- Workflows for scheduling conversations with minimal time effort
- Suggestions for optimally structuring the recruiting process (best practices)
- A skill matrix based on current best practices to support assessment
- Suggestions for a legally compliant and respectful rejection process
- Advice on handling positive and negative reviews on Kununu, Glassdoor & Co.
An attractive landing place
Module 4
Key question: Why land here of all places?
Why would candidates choose your company as their landing place? What makes your landing place truly attractive? How does it differ from places that are easier to reach? Which arguments move people to switch? Spoiler: If you know every argument, it is useless as long as no one else does. ;)
We clarify
- Which attractions you must highlight to turn your ideal role profile into a team member
- Which content works to make your ideal role profile curious
- How a page must be structured so the person shows interest of their own accord
- How online advertising works for your landing place without waste
- What the ideal journey looks like for the best possible candidate experience
- What breakfast the hotel should serve so the person feels at home right away
You receive
- a job ad that speaks precisely to your target profile.
- An applicant page matched to the profile that converts your target profile into an applicant on their own initiative
- Core arguments for why a landing-place switch is worthwhile for the person
- High-reach advertising campaigns across all social media channels and specialist platforms that do not burn fuel but generate applicants you actually want to work with
- A straightforward funnel that brings willing landers into your system and enables organised handling of applications
- Videos and imagery that present your landing place in the best light
- Automated mechanics for tracking and follow-ups
- A dashboard to evaluate results
A travel guide
Module 5
Key question: How do we get from A to B on the ground?
A good travel guide picks the person up at the airport. They are the face of your welcome culture. At the same time they help with orientation on unfamiliar terrain. That is exactly the job of structured onboarding. It makes new team members productive, convinced and leads them in a goal-oriented way.
We clarify
- What your new team member needs to be maximally productive
- Which obstacles stand in the way
- How structured onboarding should be built
- Which learning methods give the person the highest chance of success
- How parts of onboarding can be digitised
- How learning stays enjoyable
You receive
- individual advice for onboarding your new team member
- Suggestions for digitisation and learning content
- Suggestions for matching learning methods based on the person’s learning type
- Suggestions for optimal team integration
- Timelines and implementation goals
- reusable course content that can also be used for other roles
Free, non-binding and just a few minutes to an initial assessment.
Frequently asked questions
Which roles and companies is the spot-on hire approach suited for?
It works especially well when a bad hire is expensive and “just fill the seat” is not enough — for example IT and specialist roles, key team positions, or jobs with intense onboarding. The approach fits companies that already recruit in-house and want to add selected modules, as well as teams that want to set up the full path from profile to onboarding systematically.
How long does a spot-on hire take — and what happens in each phase?
That depends on which modules you book. Typically we start with clarity on the profile and success criteria, then outreach and selection, then a structured start for the new person. Individual modules can often be delivered relatively quickly; a full end-to-end run needs more coordination because profile, search, decision and onboarding interlock. In the Spot-on Hire Check and the initial consultation we map your current stage and outline a realistic plan.
How does a spot-on hire differ from classic headhunting?
Classic headhunting often focuses on placing candidates. A spot-on hire starts earlier and finishes later: we clarify who you really need, make the role attractive and reachable, secure the selection, and support a productive start. Instead of commission we work with clear modules and flat fees — and we can connect to your existing recruiting rather than replace it.
What is the Spot-on Hire Check — and how does it relate to the modules?
The Spot-on Hire Check is the free starting point: in a few minutes you answer questions about your recruiting project and receive an initial view of strengths and levers. That makes visible which modules — for example pilot, signpost, access control, landing place or travel guide — create the most value for you. The check does not replace advice, but it gives a solid basis for the initial consultation and module selection.
Can we combine individual modules with our existing recruiting or an agency?
Yes. The modules are designed as a toolkit: you might sharpen only the search profile and scorecards, strengthen only outreach and campaigns, or professionalise only selection and onboarding — and leave the rest in-house or with existing partners. What matters is that interfaces, criteria and responsibilities are clear. We clarify exactly that before kickoff so each module and your current process fit together cleanly.