Service · Interim Recruitment & Advisory
One mandate. One accountable lead.
I review, stabilise, lead and build recruitment structures for a defined phase, with clear accountability and a structured handover. You work directly with me, in close coordination with your leadership team.
Five fields of work
Each field of work describes a typical starting situation, what I do concretely, and the outcome you continue with afterwards. The right combination follows from your situation.
Starting situation
Applications fall short or don't fit, processes drag on, and roles and responsibilities are unclear — without the underlying cause being named.
What I do
Outcome
A roadmap with prioritised findings and next steps.
Starting situation
Open vacancies are piling up, a leadership or capacity gap in recruitment needs bridging, and day-to-day operations need a reliable rhythm again.
What I do
Outcome
Workflows with clear responsibilities and handover to internal continuation.
Starting situation
A recruitment team needs to be created or grown, roles aren't clearly defined, and leadership and development paths are missing.
What I do
Outcome
A role matrix with responsibilities and development paths.
Starting situation
The existing system landscape slows things down rather than supporting them, or a system needs to be selected and introduced.
What I do
Outcome
Workflows and documented system logic, including training materials.
Starting situation
Metrics don't provide steering, interview and process quality is inconsistent, and teams need practical training.
What I do
Outcome
A KPI set and training materials for independent continuation.
Project architecture
Four phases, each answering a core question and leaving behind a tangible decision artefact. Scope and sequence are tailored to your starting situation.
Core question
Where does friction arise — and why?
Work
Interviews, process mapping, metrics review, systems and data check.
Artefact
Prioritised findings with immediate actions.
Core question
What has to run this week?
Work
Intake and weekly rhythm, interview cadence, feedback cycles, pipeline steering.
Artefact
A rhythmic operating cadence with clear responsibilities.
Core question
What does recruiting need in order to carry itself?
Work
Roles, playbooks, sourcing setup, system selection and implementation, enablement.
Artefact
An operational recruiting model with documentation.
Core question
How does what was built endure?
Work
Handover conversations, training, documentation, joint close-out.
Artefact
Handover package and a named internal owner.
Leadership & delivery
I have been working in recruitment since 2016. That experience matters when recruiting requires accountable leadership, operational discipline and hands-on delivery.
Systems
My work covers requirements analysis, vendor evaluation, proposal comparison, implementation support and training. I have led data migration and workflow build-out within my own coveto rollout; reporting frameworks are developed in close coordination with your controlling function.
No partnership, no certification, no official link to individual vendors.
Project experience includes
Format
Remote by default, with selected on-site days.
Language
German and English.
Billing
Hourly, by the day, or at an agreed fixed price.
Capacity
Up to full-time, depending on lead time and capacity.
Questions
The initial conversation is exploratory and non-binding. Together, we determine whether a focused review, a stabilisation phase or a broader build-out is the right next step.
Looking to fill a single role?
For the confidential search for a key or leadership position, Executive Search & Professional Recruitment is the right path.