Search for the right candidate from day one.
Whether a vacancy is filled well is decided in the very first conversation with the hiring manager. This training teaches your recruiters to come away with a sharp, realistic profile — not a wish list.
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 →
- Recruiters take the hiring manager's wish list at face value
- Candidates get rejected on requirements nobody mentioned
- The profile changes halfway through and the search starts again
- Vacancies stall because the requested profile barely exists
What the Job intake training delivers for your team
Better quality of hire
Searching for the right profile
A complete, honest intake means your recruiters look for the person the hiring manager really needs. New employees fit better, and they stay.
Shorter time to hire
Nothing to redo halfway
When everything is clear from the start, nobody has to begin again mid-process. No missed requirements or shifting profiles dragging out time to hire.
Satisfied hiring managers
A sparring partner at the table
A recruiter who knows the market and names bottlenecks with facts speaks as an adviser, not an order-taker. The hiring manager notices that thinking along pays off.
Better candidate experience
An honest story for candidates
Someone who truly understands the vacancy can tell candidates from the first contact what the job involves. No surprises later in the process.
Lower cost per hire
Fewer vacancies that have to reopen
A profile that is right prevents failed hires and procedures that have to start over. That cuts the cost per hire directly.
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 →
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 The hiring manager as a source of informationSpot when the hiring manager's information doesn't add up
What your recruiters learn
- Understand why an inaccurate intake undermines the entire process
- Recognise the six reasons a hiring manager unknowingly gives incomplete or distorted information, such as time pressure, bias or internal politics
- Ask, for each reason, the question that brings out what is really going on
- Push back constructively and bring in market knowledge, as a sparring partner rather than an order-taker
The result
Recruiters who steer the intake instead of simply taking notes — and a profile that matches what the hiring manager really needs.
02 Preparing the intakeGo into the meeting knowing the people, the organisation and the market
What your recruiters learn
- Map out beforehand who will be at the table and how the department, team and role fit together, with help from AI and a short questionnaire for the hiring manager
- Judge before the meeting whether the vacancy is realistic: how large is the target group and who else is competing for it?
- Use three to five example profiles from the market to make it concrete with the hiring manager who they are looking for
- Bring all the preparation together in one overview to rely on during the meeting
The result
A well-prepared recruiter who asks sharper questions and is seen as an expert from the first conversation.
03 Covering the full vacancyGather everything needed to fill the role
What your recruiters learn
- Systematically ask about the basic terms, the team, the role, the recruitment approach and the selection process
- Understand why each question matters and what the answer means for the search and the chance of a good hire
- Lead the conversation so nothing important is missed, even when the hiring manager is short on time
- Write a summary (with AI if useful) and have the hiring manager confirm it as a shared agreement, handling sensitive information with care
The result
A complete profile confirmed by the hiring manager, so no surprises or disputes come up later on.
04 Analysing the intakeFrom loose answers to clear choices with the hiring manager
What your recruiters learn
- Check the profile for what is missing, what doesn't fit together, what contradicts itself and what is still vague
- Spot requirements that have nothing to do with the job, and raise them with the hiring manager
- Judge whether the profile can be found in the market, and treat scarcity as a shared problem
- Present bottlenecks factually and turn them into concrete choices for the hiring manager
- Speed up the analysis with AI, without handing over their own judgement
The result
Bottlenecks resolved before the search starts rather than halfway through — and a hiring manager who takes part in the decisions.
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
This training
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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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