From CV supplier to trusted partner.
Give in to 'just send some CVs' and you lose both margin and the relationship. This training teaches your recruiters to take charge of the assignment — and to build clients who stay.
30 minutes, no strings attached · you talk directly to the trainer
Watch as a participant: this is the introduction your recruiters see when they start the training. You'll see what it covers, which parts are included and what it delivers.
Do you recognise this in your team?
Then this training pays off 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 →
- Clients email a job profile and simply ask for CVs
- Recruiters wait weeks for feedback or an interview slot
- An unexpected objection from a manager or HR derails a placement at the last minute
- After an assignment it goes quiet — until the next vacancy lands with another agency
What the Client management training delivers for your agency
More placements
More assignments that end in a placement
Your recruiters know upfront what is going on at the client and who has a say. Fewer assignments fall through, even for scarce profiles.
Faster placements
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.
Higher margin
A partner, not a supplier
A recruiter who talks with the client about what they really need is no interchangeable CV supplier. That means a stronger position in the negotiation.
More client loyalty
The next request comes to you
By reviewing together and adjusting in time, every assignment ends with a stronger relationship. You are the first agency the client calls.
One Team Track training pays for itself with a third of one permanent placement, less than one extra temp or a sixth of one secondment. See the calculation →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own assignments and clients: in a workshop with the team, or in a personal coaching session.
01 The client analysisKnow who your client really is, before you start
What your recruiters learn
- See the difference between a client who just buys CVs and a client you work with — and why that pays
- Ask the right intake questions about the organisation, the team and the role, so risks and opportunities are visible upfront
- Discuss what the client expects on quality, numbers, speed, service, effort and cost
- Judge, for each person involved at the client, 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 client processWhoever sets up the process holds the influence
What your recruiters learn
- Recognise the stages where the client 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 at the client should be consulted and who kept informed, so nobody stalls the process unexpectedly
- Capture the agreements in a clear, client-friendly document
- Name the biggest risks for each step in advance and raise them during the intake
The result
An assignment that runs as agreed, with a recruiter who steers instead of chasing the client.
03 Getting stakeholders movingGet the right people to act at the right time
What your recruiters learn
- Understand why the people involved at the client 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 clientsReview together and grow the relationship
What your recruiters learn
- Treat reviews as an investment in the 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 conversations that lead to new assignments.
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 assignments and clients
- 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 clients and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own assignments as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
“TalentCraft's recruitment trainings make you take an honest look at your own approach. Confronting at times, but exactly what's needed. They brought us not only knowledge but also new energy: the team is motivated to approach recruitment smarter and differently, with more ownership and sharpness.”
Joris HuijerjansTeam lead recruitment · Projective Talent
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most placements 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 staffing, secondment and recruitment agencies with five or more recruiters.
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
“TalentCraft's recruitment trainings make you take an honest look at your own approach. Confronting at times, but exactly what's needed. They brought us not only knowledge but also new energy: the team is motivated to approach recruitment smarter and differently, with more ownership and sharpness.”
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 assignment to placement. Take them individually, or as a complete programme.
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01
Job intake
Get the assignment sharp before you start
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02
Client management
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
Find the right candidates, effectively
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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 long term
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08
Successful selection
Better assessment, better matches