Your partner in Cyber recruitment!
Are you looking for specialists in Cybersecurity area?
Let me do it, I already have them on-line!
Your partner in Cyber recruitment!
Are you looking for specialists in Cybersecurity area?
Let me do it, I already have them on-line!
From 3 to 6 months
That's how long it takes to find qualified specialist for 40% of organizations. If one includes companies, that take longer than 6 months and those that cannot fill the vacancy - this value grows up to 69%
9 out of 10 managers
Admit that the HR department does not always correctly understands their requirements for the candidate during the recruitment process.
2 out of 3 managers
Don't evaluate their company chances as "high" for attracting qualified specialist in Cybersecurity area.
Alright, I have put a couple of statistics together - but why it should be me to help you recruit specialists in Cybersecurity?
From 3 to 6 months
That's how long it takes to find qualified specialist for 40% of organizations. If one includes companies, that take longer than 6 months and those that cannot fill the vacancy - this value grows up to 69%
9 out of 10 managers
Admit that the HR department does not always correctly understands their requirements for the candidate during the recruitment process.
2 out of 3 managers
Don't evaluate their company chances as "high" for attracting qualified specialist in Cybersecurity area.
Alright, I have put a couple of statistics together - but why it should be me to help you recruit specialists in Cybersecurity?
Why good2be?
I recommend candidates that you want to employ
They work in the same industry and have a similiar level of experience, so they can smoothly fill in the place at your company.
Candidates so good that you just want to hire them.
I hire only in Cybersecurity
Jack of all trades is a master of none.
I focus solely on technical roles for Cybersecuirty. I belive this gives me a competetive edge over an "all-IT" hiring agency.
9 months
warranty
That is something that is hard to get from a big agencies.
I believe in my matching skills - and therefore I am confident to extend this long warranty to your company.
Why good2be?
I recommend candidates that you want to employ
They work in the same industry and have a similiar level of experience, so they can smoothly fill in the place at your company.
Candidates so good that you just want to hire them.
I work only within Cybersecurity
Jack of all trades is a master of none.
I focus solely on technical roles for Cybersecuirty. I belive this gives me a competetive edge over an "all-IT" hiring agency.
You have my full commitment
That is something that is hard to get from a big agencies.
I want to help you well, because your satisfaction matters to me. I belive this is the way to shine on this market.
How we work
Signing a contract
Most of the cases - the recruitment process is already ongoing. It is crucial to talk to the hiring manager about what kind of employee is needed in the team.
Talks with manager
A joint assessment of the market, confirming what kind of employees manager is looking for, what kind of duties the employee performs on a daily basis, what kind of skills are really important.
Candidate recommendation
I send 5 candidates matching the position within 5 days. I ask the manager to evaluate each candidate for possible adjustment of the criteria.
Hiring manager's decision
The manager decides whether to hire the candidate, extend the search by a week or end the process.
OUR COOperation
Signing a contract
Most of the cases - the recruitment process is already ongoing. It is crucial to talk to the hiring manager about what kind of employee is needed in the team.
Talks with manager
A joint assessment of the market, confirming what kind of employees manager is looking for, what kind of duties the employee performs on a daily basis, what kind of skills are really important.
Candidate recommendation
I send 5 candidates matching the position within 5 days. I ask the manager to evaluate each candidate for possible adjustment of the criteria.
Hiring manager's decision
The manager decides whether to hire the candidate, extend the search by a week or end the process.
Values leading good2be
Put yourself in the customer shoes
Listen to your customers - solving their issues gives you competitive advantage over the rest.
There is human on the other side
Every business is conducted with people - customers, employees, candidates and suppliers.
So treat them like people!
Use what is working
If the best results are achieved by agencies whose leaders practice pole vaulting - the next day you will find me in the arena in sports shorts.
Values leading good2be
Put yourself in the customer shoes
Listen to your customers - solving their issues gives you competitive advantage over the rest.
There is human on the other side
Every business is conducted with people - customers, employees, candidates and suppliers.
So treat them like people!
Use what is working
If the best results are achieved by agencies whose leaders practice pole vaulting - the next day you will find me in the arena in sports shorts.
FAQ
Kacper, working with some hiring agencies was frustrating. Promise me that will not be the case with good2be.
Lack of regular and timely communication, recommending dozens of bad matches or unresponsive candidates, promising unrealistic things to get a contract - these are common sins of recruitment agencies. So why should it be different with me?
Cooperation with me will be different because I want to get your referral. So I'm anxious for you to be happy or satisfied with this cooperation.
Some of the agencies try to get the job done quickly and cheaply, flooding the hiring manager with mismatched candidates. I know that you don't reach out to me to do a similar job as an internal HR department. I recommend several candidates matched to a job offer in a short period of time - and it has a cost.
How are you able to refer 5 candidates in 5 days?
I start from a level up - I regularly add people to my network on LinkedIn who are specialists in their specific fields. These happen to be the specialties for which I am recruiting. I write to candidates who meet the recruitment requirements, but who remain outside my network, within LinkedIn, and also contact them outside the portal. That is how I built a pipeline of candidates, that I am able to use later.
I come to each recruitment with a market overview - if there are fewer potential good candidates after the criteria specifications, I will explicitly point this out in a conversation with the hiring manager to his team.
What if we hire a candidate, pay the price - and the employee resigns after the grace period?
This is an unpleasant situation that sooner or later may occur.
In order to ensure that the organization does not suffer negative consequences from this, candidates are covered by a guarantee for the time needed to learn the organizational culture and to introduce themselves to the job. I believe that 9 months to be accurate period of time for both employer, and the employee to decide if they would like to continue their partnership.
If an employee decides to give notice within the guarantee period, it is up to the organization whether to apply for a refund of employment costs or decide to make one more recruitment with good2be.
Kacper, working with you is great. Are you hiring for all IT positions?
No.
I only recommend candidates for those Cybersecurity positions for which I recruit. Upon client request or recommendation I will look for employees outside of Cybersecurity.
In what model do you work?
The standard model for recruiting is success fee based. What about RPO, and other forms of outsourcing?
I am flexible - both in terms of the choice of cooperation model, and in terms of RPO billing (for recruitment at a certain level, for the number of hours worked, for a particular activity performed in the process, and so on).
You can send me email, or contact me on the phone.
✉️ kacper@good2be.pl
☎️ : +48 739 169 656
Or reach out to me on LinkedIn (link in the footer)
