From order-taker to sparring partner.
Give in to 'just send some CVs' and you lose both pace and influence. This training teaches your recruiters to take charge of the process — and to build hiring managers who trust them.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Hiring managers email a job profile and simply ask for CVs
- Recruiters wait weeks for feedback or an interview slot with the hiring manager
- An unexpected objection from a manager or HR derails a hire at the last minute
- After a vacancy it goes quiet — until the hiring manager is already searching on their own for the next one
What the Working with hiring managers training delivers for your team
Better quality of hire
More vacancies that end in a good hire
Your recruiters know upfront what is going on in the department and who has a say. Fewer procedures fall through, even for scarce profiles.
Shorter time to hire
A process that keeps moving
With steps, roles and timelines agreed in advance, nobody is left waiting on anyone else. Feedback and interviews happen on time.
Satisfied hiring managers
A sparring partner, not an order-taker
A recruiter who talks with the hiring manager about what they really need becomes a trusted partner. By reviewing together, every vacancy ends with a stronger working relationship.
Better candidate experience
Candidates who aren't left waiting
When feedback and interviews happen on time, candidates know where they stand. Fewer good candidates drop out because it takes too long.
Lower cost per hire
Fewer procedures that have to start over
Expectations aligned upfront prevent procedures that stall or have to be redone. That cuts the cost per hire.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
Do your managers take part in selection? With Selection for Managers they learn to do it well: four tutorials in your own house style, always available to watch again. About Selection for Managers →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 Knowing the hiring managerKnow what the hiring manager really needs, before you start
What your recruiters learn
- See the difference between a hiring manager who just wants CVs and a hiring manager you work with — and why that pays
- Ask the right intake questions about the department, the team and the vacancy, so risks and opportunities are visible upfront
- Discuss what the hiring manager expects on quality, numbers, speed, effort and their own role in the process
- Judge, for each person involved, what matters to them and how much say they have
The result
Expectations aligned at the start, instead of disappointments that have to be repaired afterwards.
02 Directing the recruitment processWhoever sets up the process holds the influence
What your recruiters learn
- Recognise the stages where the hiring manager holds the reins — and take extra control exactly there
- Set up a standard process: which steps, who does what and how long each step may take
- Decide who in the organisation should be consulted and who kept informed, so nobody stalls the process unexpectedly
- Capture the agreements on timelines and feedback in a clear, practical document
- Name the biggest risks for each step in advance and raise them during the intake
The result
A vacancy that runs as agreed, with a recruiter who steers instead of chasing the hiring manager.
03 Getting stakeholders movingGet the right people to act at the right time
What your recruiters learn
- Understand why the people involved in the organisation ultimately decide the outcome
- Use five principles of persuasion, such as showing expertise, securing commitments and pointing to what others already do
- Apply them at every stage: from intake and sourcing to selection and hiring
- Keep to the line between persuading and manipulating
- Have a fitting approach ready for each risk in advance
The result
Managers and HR who give feedback, schedule interviews and make decisions when it matters.
04 Learning from hiring managersReview together and grow the working relationship
What your recruiters learn
- Treat reviews as an investment in the working relationship rather than a box to tick
- Ask the right questions midway, at the end and periodically about process, candidates, collaboration, results and added value
- Choose how to review in each situation: what delivers most for the least effort
- Build their own list of no more than ten questions around the steps that matter most
The result
Risks caught in time, and a recruitment team that is seen as a partner across the organisation.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
This training
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03
Candidate management
Guide candidates through the process without losing them
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04
Writing job ads
Job ads that attract the right talent
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05
Sourcing
Actively find the right candidates yourself
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06
Job marketing
Get your vacancies seen by the right people
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07
Talent pooling
Keep candidates warm for the next vacancy
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08
Successful selection
Better assessment, better hires