It is difficult to assess the success of a future selection, but it is possible to assess the results of previous selections.
There is a lot of general information about recruitment and selection, so we believe that case studies help to better illustrate the challenges and results achieved. When analysing each of our client’s completed recruitments, we measure the following key KPIs:
Ratio of candidates submitted to candidates recruited
Project duration
Ratio of long list to candidates attracted* (these KPIs should be nicely presented)
*this indicator is one of the main employer image indicators measured in recruitment projects.
IT
HR
Media and marketing
Retail / wholesale
Finance / Banking&Accounting
Governmental Service / Public Sector
Production and Manufacturing
Logistics
Engineering / mechanics
Construction and Real Estate
Miles Lithuania
Client: Miles Lithuania
Position: Senior .NET Software Engineer
Number of candidates nominated: 28
Duration of the selection project: long-term recruitment cooperation contract with the client (24 months)
Result: the client’s long-term need is fully met. All the recruited candidates have successfully completed their probationary period.
Comment from Karolis, Recruitment Project Manager: “As Miles Lithuania works directly with clients, the senior developers also communicate directly with clients, so the level of representative communication in English must be at the same level as back-end .NET knowledge, which reduced the overall recruitment long list by about 20%. On the other hand, during our cooperation, Miles Lithuania opened an office in Kaunas, so by combining the Vilnius and Kaunas .NET markets, we managed to achieve a really good quality and number of candidates.”
Brolis Sensor Technology
Client: Brolis Sensor Technology
Position: Data Scientist
Number of candidates nominated: 12
Duration of the selection project: 44 working days
Result: successful selection
Comment from Ramūnas, Recruitment Project Manager: “This recruitment for the position of Data Scientist used a new type of recruitment method, where the candidate is asked to meet both technological (Python, R, TensorFlow, PyTorch, Keras) and professional creativity requirements. The selection process was characterised by a high number of candidates who applied through the public selection process, but only 2-3% of them met all the requirements. For this reason, direct recruitment was essential to have at least 5-6 viable candidates at the end of the recruitment process.”
Lidl Lietuva
Client: Lidl Lietuva
Position: Oracle Database Administrator (DBA)
Number of candidates nominated: 7
Duration of the selection project: 32 working days
Result: successful selection of a team member who was quickly promoted to a higher role in the same department
Comment from Karolis, Recruitment Project Manager: “The challenge of this recruitment project is captured in the name of the role – Oracle. So we were looking for an Oracle DBA, which is a really rare role. We were able to attract candidates through a direct search, but one of them stood out because he had worked exclusively with the Oracle database ecosystem his entire career, so this was seen as exceeding our initial expectations and he was hired quickly.”
Brolis Sensor Technology
Client: Brolis Sensor Technology
Position: Senior Azure DevOps Engineer
Number of candidates nominated: 13
Duration of the selection project: 36 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “This DevOps recruitment is unique in two ways:
By combining a high level of Azure experience with the high level of autonomy required for this position, we were able to find the ideal candidate for the position with high motivation.
Oxipit
Client: Oxipit
Position: Senior Python Developer/ Tech Lead
Number of candidates nominated: 13
Duration of the selection project: 35 working days
Result: successful selection of an employee who also became a shareholder of the company
Comment from Karolis, Recruitment Project Manager: “This position was strategic for the client, as it is a core developer role, reporting only to the CTO. Although Python is not a rare technology, the number of candidates is significantly lower than for Java, .NET or PHP. The client’s unique product, whose societal value was instrumental in attracting a large number of high-level Python specialists and successfully recruiting one of them, was instrumental in this selection.”
Tele2
Client: Tele2
Position: Front-End Developer
Number of candidates nominated: 9
Duration of the selection project: 30 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “This was the first front-end role in Tele2’s internal team, but the chosen React framework allowed us to choose from a fairly large pool of candidates. We managed to select not only an experienced front-end developer, but also a highly motivated candidate, so there was a perfect match in terms of values, and the loyalty of the selected employees is even higher.”
Venipak
Client: Venipak
Position: Head of HR Baltics
Number of candidates nominated: 6
Duration of the selection project: 33 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “A traditional functional HR manager project, with the aim of attracting candidates with quality experience in HR policy development and implementation, who are able to work in an international environment. Due to the unique composition of the organisation’s workforce in parcel logistics, the target areas, such as logistics, manufacturing and retail, were selected because of the client’s employer branding and work environment. This recruitment project was carried out using both direct and public search methods and was successfully completed within the planned timeframe.
Transcom World Wide Lithuania
Client: Transcom World Wide Lithuania
Position: HR Director
Number of candidates nominated: 8
Duration of the selection project: 39 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The aim of the recruitment project was to find a HR professional who could successfully localise the HR policy of a large group of companies in Lithuania and ensure its dynamic development. Due to its strong positive image in the market, the selection of this executive attracted a high level of interest from both the public and the direct selection process, which led to a slightly longer than anticipated recruitment period. The recruitment process resulted in a large initial pool of candidates, which was narrowed down to a shortlist of 8 final candidates, which was submitted to the client.
Conresta
Client: Conresta
Position: HRM
Number of candidates nominated: 6
Duration of the selection project: 30 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “The aim of the company’s management was to create a group of candidates with experience in HR policy development and administration in the construction contracting sector. Due to the organisation’s project-based business model and the balance between own and leased staff, which is unusual in other sectors, the candidate had to have not only a deep knowledge of the Labour Code, but also the skills to standardise HR management processes. As the public search process for this recruitment project was carried out at the same time as the direct search, a pool of 5 candidates (3 from the direct search and 2 from the public search) was successfully selected in less than 3 weeks, from which the required team member was successfully identified.
AQ Wiiring Systems
Client: AQ Wiiring Systems
Position: Head of HR
Number of candidates nominated: 8
Duration of the selection project: 33 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The main challenge of this recruitment project is to attract candidates at the functional management level who have experience in an international environment and are ready to work in a company located further away from the big cities. The location of the company’s production base in Panevėžys was an important factor that had to be taken into account in order to properly form the pool of potential candidates and to select the requirements for their professional experience. Due to the specificities of the labour market in smaller regions, all short-listed candidates were attracted exclusively through direct recruitment methods, and public search was not successful in this particular case.
TIA Technology
Client: TIA Technology
Position: HR Business Partner
Number of candidates nominated: 7
Duration of the selection project: 29 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “For this HR Business Partner position, we were looking for a candidate who could work directly with the middle management team and help them with the day-to-day HR management issues such as employee assessment, motivation and development, and, of course, the recruitment of the company’s various teams of programmers and engineers. As the potential candidates were required to have experience of working in an IT team, the selection of this position was also directly related to the technologies used by the company (Azure, .NET, Node.js, JAVA). At least a basic understanding of the market for these technologies was one of the minimum requirements for HR BP candidates.
Havas Group Lithuania
Client: Havas Group Lithuania
Position: Head of Digital Marketing Strategy
Number of candidates nominated: 11
Duration of the selection project: 36 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “There aren’t many senior digital positions above Account Director. At the same time, the client wanted agency experience with the largest clients in the market. This recruitment process was characterised by a 100% headhunt, with absolutely all the proposed candidates being selected through a direct search (headhunt).”
Acceleron Media
Client: Acceleron Media
Position: Technical SEO Manager
Number of candidates nominated: 9
Duration of the selection project: 28 working days
Result: 2 team members selected, both successfully passed their probationary period
Comment from Karolis, Recruitment Project Manager: “A unique recruitment because the client expected a large on-site SEO expertise, when the vast majority of high-level SEO candidates in the market are off-site. This recruitment project also had a C2 level English language requirement, so even candidates with a really good level of C1 English had to be rejected.”
Baltic Asset Management
Client: Baltic Asset Management
Position: Head of Marketing
Number of candidates nominated: 8
Duration of the selection project: 31 working days
Result: successful selection of a strategic level manager
Comment from Karolis, Recruitment Project Manager: “At the beginning of the recruitment process, we did not set a requirement for experience in the real estate field, but the results of the headhunting were very good and we managed to provide a sufficient number of segmented candidates from the real estate field, so it became too difficult for marketing managers from other fields to compete. Halfway through the selection process, we agreed to make real estate experience a requirement and the client chose the final candidate from among the real estate marketing managers.”
Lindstrom
Client: Lindstrom
Position: Country Digital Marketing Manager
Number of candidates nominated: 7
Duration of the selection project: 27 working days
Result: a successfully recruited employee who rose to the role of Regional Digital Marketing Manager in less than a year
Comment from Karolis, Recruitment Project Manager: “This recruitment was characterised by the requirement of B2B digital marketing experience, so we had to eliminate the candidates who were too experienced in end-user marketing solutions. The client also wanted an in-house (non-agency) employee, which further reduced the supply of candidates. All the shortlisted candidates had the same B2B digital marketing background, so the exercise made it easy to compare them and choose the best fit.”
Planas Chuliganas
Client: Planas Chuliganas
Position: Country Manager LV
Number of candidates nominated: 8
Duration of the selection project: 32 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “This recruitment project was interesting because it involved hiring a manager with a very specific objective – to effectively manage the extremely rapid expansion of a new division in a new market. In this way, the direct search targeted candidates who had already encountered and successfully achieved the objectives of opening and expanding a new branch in their professional experience. In recruitment selections dominated by one or a few very specific experience requirements, headhunting is the only way to select the right candidate in the time available.”
Eurokos
Client: Eurokos
Position: CTO
Number of candidates nominated: 7
Duration of the selection project: 30 working days
Result: successful selection of a C-level executive
Comment from Karolis, Recruitment Project Manager: “This executive selection was characterised by the fact that the dedicated CTO role was new to the client and the responsibilities and requirements of the position had to be well assessed. The strategy adopted was to compare CTO-level candidates from other sectors and to include candidates who had worked directly in the retail sector. In this case, direct experience in the retail sector prevailed and an agreement was reached with a CTO with experience in one of the largest retailers.”
Drogas
Client: Drogas
Position: CCO
Number of candidates nominated: 10
Duration of the selection project: 35 working days
Result: successful selection of a C-level executive from a parallel area
Comment from Karolis, Recruitment Project Manager: “The client had a very clear criterion for creating a retail assortment, and this was captured before the work started. Although initially it seemed to be limited to the standard 4-5 candidates, we managed to double the number of candidates thanks to a very well-crafted message to the candidates in the direct search, which was then extended by the client in the interviews with the candidates, keeping the candidates as motivated as possible.”
Kosmelita
Client: Kosmelita
Position: CFO
Number of candidates nominated: 8
Duration of the selection project: 37 working days
Result: successful selection of C-level executive in the area of finance
Comment from the Recruitment Project Manager (Ramūnas): “This selection of the CFO was particularly important for the client, because changing the CFO position is always a very sensitive step, relevant for both the company’s management team and its shareholders. In this case, the change of position had to be executed within a very precise timeframe, so as not to disrupt the day-to-day operations of a large company, as well as the work of the finance department team. In this type of selection, it is always convenient to have a choice of several candidates with different professional profiles to compare objectively not only with the market or with each other, but also with a former employee of the company.”
Drogas
Client: Drogas
Position: Lawyer
Number of candidates nominated: 4
Duration of the selection project: 26 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “The recruitment for the in-house lawyer position in this particular case had one very important parameter – the company’s belonging to a multinational group of companies meant that candidates for this position were required to have international work experience. As one of the main responsibilities of the position was to advise not only the local but also the regional management team, the majority of the candidate pool consisted of candidates with experience of working in internal corporate structures in an international environment. In this case, deliberately bypassing candidates working for legal firms.”
Drogas
Client: Drogas
Position: CFO
Number of candidates nominated: 7
Duration of the selection project: 33 working days
Result: successful selection of a Head of Finance
Comment from the Recruitment Project Manager (Ramūnas): “As this is a Head of Finance position in a company belonging to a large multinational group of companies, the decision on the candidate during the selection process was not only based on the opinion of the local management team, but also on the opinion of the responsible Regional Group Manager. Candidates were thus evaluated in a three-stage process, with each stage assessing their suitability for the position in question from different perspectives: professional competence, cultural compatibility and personal qualities. In the final stage, a standardised testing methodology specifically designed for managers was used to assess a range of personal attributes.”
Lidl Lietuva
Client: Lidl Lietuva
Position: IT Project Manager (PM)
Number of candidates nominated: 7
Duration of the selection project: 26 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Traditional in-house selection for the IT PM role, with the desired additional parameter of professional experience from the client’s side. The aim was to attract a candidate with experience of working in a multi-layered, multinational organisation where the internal clients of the IT function are the heads of different departments. Experience in such an organisation enabled the candidate to successfully pass the external and internal selection rounds in record time.”
SME finance
Client: SME finance
Position: Accounting Advisor
Number of candidates nominated: 3
Duration of the selection project: 22 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “This is a typical dual role for technology companies or large, multinational, multi-layered organisations with a high level of automation of accounting processes. Such positions and the number of candidates applying for them are a good indicator of the level of digitisation of the financial sector, as a core competency of the right candidate for the position is the ability to automate accounting processes in collaboration with the IT team and, in some cases, to develop dedicated IT systems. A great example of how financial positions overlap with IT functions.”
Tele2
Client: Tele2
Position: Data Analyst
Number of candidates nominated: 11
Duration of the selection project: 32 working days
Result: successful selection of an IT professional
Comment from the Recruitment Project Manager (Ramūnas): “The selection for the specific role of Data Analyst was focused on experience in commercial data analysis. This narrows the range of potential candidates to those who work with sales and marketing data. Of course, experience in technical data processing tools (Power BI, SQL, Python) is also an important factor in the selection of this position. The best way to test a candidate analyst is through a time-limited practical exercise that assesses both technical and data literacy skills.”
Capital Box
Client: Capital Box
Position: Deputy Head of Commercial Department
Number of candidates nominated: 7
Duration of the selection project: 28 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The selection of this position was directly linked to a specific service group and the products developed by the employer’s company. That is why one of the key requirements in the recruitment process was experience in working with a specific client market – in this case, SMEs (small and medium-sized enterprises). After a proper shortlisting process, most of the candidates with experience in developing financing services were in the SME services category and had significant experience in b2b financial services sold on the market (leasing, factoring, working capital finance, etc.). A detailed understanding of the clients’ market and competitive environment is one of the key parameters for this type of recruitment project.”
Mogo LT
Client: Mogo LT
Position: COO
Number of candidates nominated: 8
Duration of the selection project: 38 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The search for a sector-specific executive is always a headhunt. This was the selection method chosen for this screening project. The specific experience requirements, together with the desire to find an executive who will fit into the existing organisational structure in the shortest possible time, mean that the public search method can significantly extend the selection period and is therefore not effective. Strict deadlines for recruitment are particularly relevant for all types of recruitment projects in the financial sector. All the candidates from the direct search pool were thoroughly familiar with the sector’s characteristics, range of services, and competitive and regulatory environment, and for recruitment in this sector, direct search is the only way to attract candidates relevant to the employer within the available timeframe.”
CBI Money
Client: CBI Money
Position: Compliance Officer
Number of candidates nominated: 5
Duration of the selection project: 26 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a Compliance Officer is one of the most challenging specialist recruitments in the financial sector. This is due to the relatively small number of these professionals on the market, the high professional competence and reputation requirements, and the limited salary ranges that have been established in the market. For these reasons, we are carrying out this selection project using both direct and referral selection methods. The selection process was successful in bringing together a small group of 3–5 candidates who, after a short internal selection process, were prioritised and one of them was awarded the employment contract.”
UAB Vilniaus viešasis transportas
Client: UAB Vilniaus viešasis transportas
Position: CEO
Number of candidates nominated: 5
Duration of the selection project: 30 working days
Result: successful selection of a top-level executive
Comment from the Recruitment Project Manager (Ramūnas): “The aim of this executive search and selection project was to create a competitive pool of candidates that would allow for objective comparisons between candidates with senior management experience in both public and private sector organisations. The selection was carried out through a public search and, due to the exceptional size and nature of the organisation’s activities, attracted a very high level of market interest. The final result was a long-list of 20 candidates, from which the Board members voted for 5 short-listed candidates, from which the winner of the public tender was selected. Transparency and quality communication between the client and the candidates were key criteria in this executive search and selection process.”
State enterprise Investicijų ir indėlių draudimas
Client: State enterprise Investicijų ir indėlių draudimas
Position: Head of Process Administration
Number of candidates nominated: 16
Duration of the selection project: 34 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “In private sector terms, this was a recruitment project for a compliance officer position. The distinctive feature of this particular selection process was that the recruitment was for a newly created position in the organisation with an assigned team of specialists. This required candidates to have not only knowledge of both EU and national legislation, but also a limited experience of organising a team. The selection process was carried out through a public search and attracted considerable interest not only from candidates working in the public sector, but also from those working in the private sector.”
ID Vilnius
Client: ID Vilnius
Position: IT Solution Architect
Number of candidates nominated: 6
Duration of the selection project: 22 working days
Result: successful selection
Comments from the Recruitment Project Manager (Ramūnas): “A particularly interesting recruitment project was the search for an IT systems architect responsible for the design and development of the architecture of the Vilnius City Data Centre. The main challenge of the project is to attract a competitive group of candidates from the private sector, which has the largest number of candidates in the field and the most sophisticated and large-scale IT systems architecture projects. To achieve this, the team selection project was carried out using a direct selection method in addition to the public selection. This helped us to successfully complete the recruitment project within the optimal time frame set by the client.”
Domus Lumina
Client: Domus Lumina
Position: Head of Production
Number of candidates nominated: 7
Duration of the selection project: 22 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “In 80% of recruitment cases, a new production manager is hired to achieve one of two goals either to increase production volumes, or to increase efficiency. In this case, the priority of the recruitment project was to find candidates who could form, commission and start up a new production unit within a limited timeframe. Given the level of automation and the volume of production, a strong emphasis was placed on the candidates’ ability to organise project-based production processes and to implement tools to manage production at medium levels of automation.”
IKEA purchasing services
Client: IKEA purchasing services
Position: Business Development Manager
Number of candidates nominated: 11
Duration of the selection project: 35 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “In the structure of one of the world’s largest furniture manufacturing companies, the BDM position is particularly important as its main function is to ensure smooth cooperation between the Group and external suppliers in the assigned region. For this reason, the person was required to have not only advanced, standardised production but also international business experience. These two selection criteria resulted in a direct search process, attracting candidates with experience in the target companies, and assessing the candidates using the international IKEA standard for staff selection.
Freda
Client: Freda
Position: Head of Manufacturing
Number of candidates nominated: 7
Duration of the selection project: 43 working days
Result: successful selection of a C-level Head of Manufacturing
Comment from Karolis, Recruitment Project Manager: “This role of Head of Manufacturing was very important for the client, as UAB Freda is one of the most well-known furniture manufacturing companies in Lithuania. The challenge was to find a high-level head of manufacturing who had put the most innovative production management methodologies into practice. In this recruitment project, we used both a cognitive interview and a task testing methodology. It was the task presentation phase that helped us to better assess the candidate’s potential to take on board the client’s accumulated knowledge and to add his own tried and tested production management techniques in improvised practical situations.”
Achema Group
Client: Achema Group
Position: Chief Economics Officer
Number of candidates nominated: 7
Duration of the selection project: 27 working days
Result: successful selection of a Head of Finance
Comment from the Recruitment Project Manager (Ramūnas): “One of those cases where the course and methods of a recruitment project are directly determined by the prevailing characteristic of the employer’s organisation – a large, multi-layered organisational structure, where the head of the economic department is responsible for the core financial management function across the whole group. For this reason, the aim was to select candidates with high-quality professional experience in a similar type of organisation and the ability to organise the work of a large, remote and cross-sectoral team. A very precise position profile with the client allowed us to recruit in a very short timeframe, with a shortlisted candidate in less than 4 weeks.
MC Bauchemie
Client: MC Bauchemie
Position: Sales Representative
Number of candidates nominated: 9
Duration of the selection project: 23 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Traditional recruitment for the position of Product Manager/Representative with an additional technical requirement – experience in working with chemical industry products. As the specific Sales Representative sought was responsible for products for the construction sector, the recruitment market was quite large as this is one of the most active labour market sectors in the region. The recruitment project was carried out through both public and direct search. In this case, the company’s reputation as a well-known employer has been particularly helpful in attracting candidates from the related areas of the chemical industry.
Venipak
Client: Venipak
Position: CTO
Number of candidates nominated: 5
Duration of the selection project: 31 working days
Result: successful selection of a top-level IT executive
Comment from the Recruitment Project Manager (Ramūnas): “A high-level executive selection project that has received a lot of attention in the organisation. Experience in the development of information systems and infrastructure-based services was one of the main requirements for candidates, and the selection process included candidates with experience in all technologically advanced sectors (telecommunications, financial services, logistics, and manufacturing). The main responsibilities of the position included preparation of budgets, selection and control of external service providers, organisation of the work of a multi-layered internal IT team, allocation of IT resources to the needs of both the local and the regional organisation.
IKEA Industry Lietuva
Client: IKEA Industry Lietuva
Position: Warehouse Manager
Number of candidates nominated: 7
Duration of the selection project: 28 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a Warehouse Logistics Manager for one of the largest furniture manufacturing companies in the region, looking for a mid-level manager capable of developing and improving high-volume logistics processes in a highly automated manufacturing complex. Due to the location of the company, the aim was to attract candidates with the right skills from the surrounding cities, which is why a lot of attention was paid to selecting the right value package and providing flexible working conditions. The client’s positive employer image allowed us to carry out this executive search in record time, using both public and direct search methods.”
Domus Lumina
Client: Domus Lumina
Position: Logistics Manager
Number of candidates nominated: 9
Duration of the selection project: 37 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “During a period of rapid growth, the company was looking for a Warehouse Logistics Manager who would be responsible for the implementation and development of the logistics processes of the existing and newly launched production base. Due to the different nature of the operations of the two production bases, the sought-after manager was responsible for two separate logistics teams working in different locations and ensuring the operation of the warehouses for production raw materials and components, partially assembled and fully manufactured products. The initial pool of candidates was drawn exclusively from candidates who were interested in the direct selection process, as the public search was not successful in this case.”
Baltic Transline
Client: Baltic Transline
Position: IT Business Analyst (IT BA)
Number of candidates nominated: 6
Duration of the selection project: 28 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “IT BA roles are characterised by the fact that they are usually subject to two types of requirements: generic technical and business specific. General technical requirements – experience with documentation and project planning tools (JIRA, Confluence) and specific business management systems (SAP, NAV). Business experience – professional knowledge of sector-specific business processes, regulatory and competitive environments. The selection of this particular IT BA had both types of requirements, so the result was achieved through direct selection (headhunting).”
Eugesta
Client: Eugesta
Position: Terminal Manager
Number of candidates nominated: 7
Duration of the selection project: 35 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The recruitment of a manager for one of the largest logistics terminals in the Vilnius region was a great challenge because the scope of responsibilities of the position was extremely broad and diverse: large terminal base and number of employees; ensuring logistics operations of different types of warehouses for different types of products; quality assurance of different logistics service groups; maintenance and development of the terminal’s infrastructure; maintenance and development of IT infrastructure. During the selection process, the list of required competences was slightly narrowed down and prioritised after the first candidates had been assessed, thus focusing the resources of the selection project on the most relevant candidates. The final result was the selection of one of the candidates from the direct selection process.”
Kaefer LT
Client: Kaefer LT
Position: Chief Executive Officer
Number of candidates nominated: 14
Duration of the selection project: 37 working days
Result: successful selection of a top-level executive
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a top-level executive for a company in Lithuania, part of one of the world’s largest engineering groups. While the selection process was conducted in public and attracted a high level of public interest, the long list of candidates was also supplemented by a group of candidates who were attracted to the process through direct search. One of the objectives of the recruitment project was to assess whether there were candidates in the market who had the necessary experience to fill the position, as the Kaefer Group representatives were not very familiar with the Lithuanian market for top-level executives. After an assessment of the long list of candidates, the decision was taken to proceed with the selection process of the manager with the selected candidates and the selection of the position was completed within the optimal timeframe of 2 months.
SBA Urban
Client: SBA Urban
Position: Head of Innovations
Number of candidates nominated: 5
Duration of the selection project: 32 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The selection of the position of Head of Innovations was one of the biggest recruitment challenges of that time. This is one of those management cases where the demand for a position in the organisation is not in line with market practice and, for objective reasons, there are simply no people available in the market for similar positions. In this case, it was decided to carry out the recruitment process in several directions simultaneously, looking for candidates in engineering, construction and manufacturing, thus adapting the requirements and responsibilities of the position to the experience of the available candidates. The direct and public selection process resulted in a particularly long list of candidates from which the candidate most closely matching the profile of the position was selected, which was slightly adjusted during the selection process to place more emphasis on experience in the field of construction engineering.
Tele2
Client: Tele2
Position: IP Engineer
Number of candidates nominated: 5
Duration of the selection project: 48 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “A long duration, highly focused recruitment project with the aim of attracting a candidate with precise technological (IP/MPLS) expertise. As in all such selections, most of the potential candidates are known before the selection process starts, so the key determinant of the selection outcome is the motivation of the candidates and the selection of the right value package for each individual candidate. In such recruitment projects, the flexibility of the employer’s HR policy and the ability to react quickly to the changing needs of the labour market are major advantages.
Geberit
Client: Geberit
Position: Technical Consulting Manager
Number of candidates nominated: 8
Duration of the selection project: 22 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Traditional recruitment of a technical consultant/engineer to work on a project for a major European manufacturer of wastewater and water supply systems. The selection project was characterised by the search for a specialist with a particularly deep technical knowledge, able to advise design and installation contractors and to provide training for highly qualified professionals. Potential candidates had to go through a multi-stage selection process consisting of an assessment interview, a technical assignment and a personal qualities test. In the final stage of the recruitment process, candidates were interviewed by the employer’s regional managers, after which the final decision was taken.
Komfovent
Client: Komfovent
Position: Production Engineer
Number of candidates nominated: 6
Duration of the selection project: 27 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “A very dynamic recruitment project in the field of engineering, in which a manufacturing company was looking for an HVAC engineer with engineering skills. The main challenge was to find a candidate who could not only design HVAC solutions, but also contribute to the development of new products and work as part of the R&D team. The recruitment process was carried out through a direct search, targeting mid- and senior-level candidates already working in the field. Candidates’ technical competences were assessed by means of a time-limited task presentation.
Adeso
Client: Adeso
Position: Construction Project Manager
Number of candidates nominated: 8
Duration of the selection project: 25 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “The objective of this recruitment project was to attract an experienced construction project manager to a medium-sized, fast-growing construction contracting company. Due to the technical nature of the candidate requirements and the particularly competitive nature of the construction sector, a direct search method was chosen, as public searches for PMs and PPMs usually attract a high level of interest, but tend to have an extremely low suitability rate of 1-2%.”
Citus Construction
Client: Citus Construction
Position: CFO
Number of candidates nominated: 11
Duration of the selection project: 29 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a high-level finance manager for a well-known real estate development company in Lithuania. Due to the economic cycle of property developers and the nature of the property portfolio under management, the CFO position required candidates to have experience in financial accounting and planning, but also in treasury management. The client placed great emphasis on the candidates’ ability to collaborate not only within the finance team, but also to be actively involved in advising the heads of other functions and in representing the company in the market. For this reason, we have received particularly strong interest from candidates working in companies with project-based activities during the direct search.”
SBA Urban
Client: SBA Urban
Position: Construction Project Manager
Number of candidates nominated: 5
Duration of the selection project: 29 working days
Result: successful selection of a top-level executive in the area of construction
Comment from the Recruitment Project Manager (Ramūnas): “At the early stage of the executive search and selection project, we had a very well-defined group of potential candidates with relevant experience in developing particularly large and complex real estate projects. As the responsibilities of this position cover all phases of project implementation, from location and design through to final contract works, experience in organising separate project teams is a priority requirement for candidates. Due to the extremely small number of potential candidates on the market, the majority of the pool of candidates was drawn up using a direct search method.”
Conresta
Client: Conresta
Position: Construction Director
Number of candidates nominated: 9
Duration of the selection project: 36 working days
Result: successfully selected executive
Comment from a recruitment project manager (Ramūnas): “One of the key management positions in a large general contracting company. Due to the large volume of projects and the high standards of quality and cost-effectiveness, particular emphasis was placed on the candidates’ ability to develop and streamline the business processes of the construction department and to implement standardised management methods at all stages of the construction contract. The effectiveness of these types of executive selection projects always depends on the optimal balance between public selection and direct selection, and on the choice of an appropriate selection period. If the methods used to select executives are not properly chosen, the actual selection time can exceed the planned time by several times.”
Raseinių statyba
Client: Raseinių statyba
Position: Estimator–Engineer
Number of candidates nominated: 12
Duration of the selection project: 29 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “A traditional mid-level recruitment project with clearly stated technical skills requirements, without which a candidate cannot be considered. Experience with specialised software tools such as Sistela, Astera, AutoCAD was a prerequisite for the candidates, and skills were assessed during the technical assignment. The position of Estimator-Engineer is always attractive to younger candidates with less experience, as it’s a great starting point for a career in construction. For this reason, the selection project attracted particularly strong interest from candidates who have just completed their construction studies.”
IT
Miles Lithuania
Client: Miles Lithuania
Position: Senior .NET Software Engineer
Number of candidates nominated: 28
Duration of the selection project: long-term recruitment cooperation contract with the client (24 months)
Result: the client’s long-term need is fully met. All the recruited candidates have successfully completed their probationary period.
Comment from Karolis, Recruitment Project Manager: “As Miles Lithuania works directly with clients, the senior developers also communicate directly with clients, so the level of representative communication in English must be at the same level as back-end .NET knowledge, which reduced the overall recruitment long list by about 20%. On the other hand, during our cooperation, Miles Lithuania opened an office in Kaunas, so by combining the Vilnius and Kaunas .NET markets, we managed to achieve a really good quality and number of candidates.”
Brolis Sensor Technology
Client: Brolis Sensor Technology
Position: Data Scientist
Number of candidates nominated: 12
Duration of the selection project: 44 working days
Result: successful selection
Comment from Ramūnas, Recruitment Project Manager: “This recruitment for the position of Data Scientist used a new type of recruitment method, where the candidate is asked to meet both technological (Python, R, TensorFlow, PyTorch, Keras) and professional creativity requirements. The selection process was characterised by a high number of candidates who applied through the public selection process, but only 2-3% of them met all the requirements. For this reason, direct recruitment was essential to have at least 5-6 viable candidates at the end of the recruitment process.”
Lidl Lietuva
Client: Lidl Lietuva
Position: Oracle Database Administrator (DBA)
Number of candidates nominated: 7
Duration of the selection project: 32 working days
Result: successful selection of a team member who was quickly promoted to a higher role in the same department
Comment from Karolis, Recruitment Project Manager: “The challenge of this recruitment project is captured in the name of the role – Oracle. So we were looking for an Oracle DBA, which is a really rare role. We were able to attract candidates through a direct search, but one of them stood out because he had worked exclusively with the Oracle database ecosystem his entire career, so this was seen as exceeding our initial expectations and he was hired quickly.”
Brolis Sensor Technology
Client: Brolis Sensor Technology
Position: Senior Azure DevOps Engineer
Number of candidates nominated: 13
Duration of the selection project: 36 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “This DevOps recruitment is unique in two ways:
By combining a high level of Azure experience with the high level of autonomy required for this position, we were able to find the ideal candidate for the position with high motivation.
Oxipit
Client: Oxipit
Position: Senior Python Developer/ Tech Lead
Number of candidates nominated: 13
Duration of the selection project: 35 working days
Result: successful selection of an employee who also became a shareholder of the company
Comment from Karolis, Recruitment Project Manager: “This position was strategic for the client, as it is a core developer role, reporting only to the CTO. Although Python is not a rare technology, the number of candidates is significantly lower than for Java, .NET or PHP. The client’s unique product, whose societal value was instrumental in attracting a large number of high-level Python specialists and successfully recruiting one of them, was instrumental in this selection.”
Tele2
Client: Tele2
Position: Front-End Developer
Number of candidates nominated: 9
Duration of the selection project: 30 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “This was the first front-end role in Tele2’s internal team, but the chosen React framework allowed us to choose from a fairly large pool of candidates. We managed to select not only an experienced front-end developer, but also a highly motivated candidate, so there was a perfect match in terms of values, and the loyalty of the selected employees is even higher.”
HR
Venipak
Client: Venipak
Position: Head of HR Baltics
Number of candidates nominated: 6
Duration of the selection project: 33 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “A traditional functional HR manager project, with the aim of attracting candidates with quality experience in HR policy development and implementation, who are able to work in an international environment. Due to the unique composition of the organisation’s workforce in parcel logistics, the target areas, such as logistics, manufacturing and retail, were selected because of the client’s employer branding and work environment. This recruitment project was carried out using both direct and public search methods and was successfully completed within the planned timeframe.
Transcom World Wide Lithuania
Client: Transcom World Wide Lithuania
Position: HR Director
Number of candidates nominated: 8
Duration of the selection project: 39 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The aim of the recruitment project was to find a HR professional who could successfully localise the HR policy of a large group of companies in Lithuania and ensure its dynamic development. Due to its strong positive image in the market, the selection of this executive attracted a high level of interest from both the public and the direct selection process, which led to a slightly longer than anticipated recruitment period. The recruitment process resulted in a large initial pool of candidates, which was narrowed down to a shortlist of 8 final candidates, which was submitted to the client.
Conresta
Client: Conresta
Position: HRM
Number of candidates nominated: 6
Duration of the selection project: 30 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “The aim of the company’s management was to create a group of candidates with experience in HR policy development and administration in the construction contracting sector. Due to the organisation’s project-based business model and the balance between own and leased staff, which is unusual in other sectors, the candidate had to have not only a deep knowledge of the Labour Code, but also the skills to standardise HR management processes. As the public search process for this recruitment project was carried out at the same time as the direct search, a pool of 5 candidates (3 from the direct search and 2 from the public search) was successfully selected in less than 3 weeks, from which the required team member was successfully identified.
AQ Wiiring Systems
Client: AQ Wiiring Systems
Position: Head of HR
Number of candidates nominated: 8
Duration of the selection project: 33 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The main challenge of this recruitment project is to attract candidates at the functional management level who have experience in an international environment and are ready to work in a company located further away from the big cities. The location of the company’s production base in Panevėžys was an important factor that had to be taken into account in order to properly form the pool of potential candidates and to select the requirements for their professional experience. Due to the specificities of the labour market in smaller regions, all short-listed candidates were attracted exclusively through direct recruitment methods, and public search was not successful in this particular case.
TIA Technology
Client: TIA Technology
Position: HR Business Partner
Number of candidates nominated: 7
Duration of the selection project: 29 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “For this HR Business Partner position, we were looking for a candidate who could work directly with the middle management team and help them with the day-to-day HR management issues such as employee assessment, motivation and development, and, of course, the recruitment of the company’s various teams of programmers and engineers. As the potential candidates were required to have experience of working in an IT team, the selection of this position was also directly related to the technologies used by the company (Azure, .NET, Node.js, JAVA). At least a basic understanding of the market for these technologies was one of the minimum requirements for HR BP candidates.
Media and marketing
Havas Group Lithuania
Client: Havas Group Lithuania
Position: Head of Digital Marketing Strategy
Number of candidates nominated: 11
Duration of the selection project: 36 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “There aren’t many senior digital positions above Account Director. At the same time, the client wanted agency experience with the largest clients in the market. This recruitment process was characterised by a 100% headhunt, with absolutely all the proposed candidates being selected through a direct search (headhunt).”
Acceleron Media
Client: Acceleron Media
Position: Technical SEO Manager
Number of candidates nominated: 9
Duration of the selection project: 28 working days
Result: 2 team members selected, both successfully passed their probationary period
Comment from Karolis, Recruitment Project Manager: “A unique recruitment because the client expected a large on-site SEO expertise, when the vast majority of high-level SEO candidates in the market are off-site. This recruitment project also had a C2 level English language requirement, so even candidates with a really good level of C1 English had to be rejected.”
Baltic Asset Management
Client: Baltic Asset Management
Position: Head of Marketing
Number of candidates nominated: 8
Duration of the selection project: 31 working days
Result: successful selection of a strategic level manager
Comment from Karolis, Recruitment Project Manager: “At the beginning of the recruitment process, we did not set a requirement for experience in the real estate field, but the results of the headhunting were very good and we managed to provide a sufficient number of segmented candidates from the real estate field, so it became too difficult for marketing managers from other fields to compete. Halfway through the selection process, we agreed to make real estate experience a requirement and the client chose the final candidate from among the real estate marketing managers.”
Lindstrom
Client: Lindstrom
Position: Country Digital Marketing Manager
Number of candidates nominated: 7
Duration of the selection project: 27 working days
Result: a successfully recruited employee who rose to the role of Regional Digital Marketing Manager in less than a year
Comment from Karolis, Recruitment Project Manager: “This recruitment was characterised by the requirement of B2B digital marketing experience, so we had to eliminate the candidates who were too experienced in end-user marketing solutions. The client also wanted an in-house (non-agency) employee, which further reduced the supply of candidates. All the shortlisted candidates had the same B2B digital marketing background, so the exercise made it easy to compare them and choose the best fit.”
Planas Chuliganas
Client: Planas Chuliganas
Position: Country Manager LV
Number of candidates nominated: 8
Duration of the selection project: 32 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “This recruitment project was interesting because it involved hiring a manager with a very specific objective – to effectively manage the extremely rapid expansion of a new division in a new market. In this way, the direct search targeted candidates who had already encountered and successfully achieved the objectives of opening and expanding a new branch in their professional experience. In recruitment selections dominated by one or a few very specific experience requirements, headhunting is the only way to select the right candidate in the time available.”
Retail / wholesale
Eurokos
Client: Eurokos
Position: CTO
Number of candidates nominated: 7
Duration of the selection project: 30 working days
Result: successful selection of a C-level executive
Comment from Karolis, Recruitment Project Manager: “This executive selection was characterised by the fact that the dedicated CTO role was new to the client and the responsibilities and requirements of the position had to be well assessed. The strategy adopted was to compare CTO-level candidates from other sectors and to include candidates who had worked directly in the retail sector. In this case, direct experience in the retail sector prevailed and an agreement was reached with a CTO with experience in one of the largest retailers.”
Drogas
Client: Drogas
Position: CCO
Number of candidates nominated: 10
Duration of the selection project: 35 working days
Result: successful selection of a C-level executive from a parallel area
Comment from Karolis, Recruitment Project Manager: “The client had a very clear criterion for creating a retail assortment, and this was captured before the work started. Although initially it seemed to be limited to the standard 4-5 candidates, we managed to double the number of candidates thanks to a very well-crafted message to the candidates in the direct search, which was then extended by the client in the interviews with the candidates, keeping the candidates as motivated as possible.”
Kosmelita
Client: Kosmelita
Position: CFO
Number of candidates nominated: 8
Duration of the selection project: 37 working days
Result: successful selection of C-level executive in the area of finance
Comment from the Recruitment Project Manager (Ramūnas): “This selection of the CFO was particularly important for the client, because changing the CFO position is always a very sensitive step, relevant for both the company’s management team and its shareholders. In this case, the change of position had to be executed within a very precise timeframe, so as not to disrupt the day-to-day operations of a large company, as well as the work of the finance department team. In this type of selection, it is always convenient to have a choice of several candidates with different professional profiles to compare objectively not only with the market or with each other, but also with a former employee of the company.”
Drogas
Client: Drogas
Position: Lawyer
Number of candidates nominated: 4
Duration of the selection project: 26 working days
Result: successful selection
Comment from Karolis, Recruitment Project Manager: “The recruitment for the in-house lawyer position in this particular case had one very important parameter – the company’s belonging to a multinational group of companies meant that candidates for this position were required to have international work experience. As one of the main responsibilities of the position was to advise not only the local but also the regional management team, the majority of the candidate pool consisted of candidates with experience of working in internal corporate structures in an international environment. In this case, deliberately bypassing candidates working for legal firms.”
Drogas
Client: Drogas
Position: CFO
Number of candidates nominated: 7
Duration of the selection project: 33 working days
Result: successful selection of a Head of Finance
Comment from the Recruitment Project Manager (Ramūnas): “As this is a Head of Finance position in a company belonging to a large multinational group of companies, the decision on the candidate during the selection process was not only based on the opinion of the local management team, but also on the opinion of the responsible Regional Group Manager. Candidates were thus evaluated in a three-stage process, with each stage assessing their suitability for the position in question from different perspectives: professional competence, cultural compatibility and personal qualities. In the final stage, a standardised testing methodology specifically designed for managers was used to assess a range of personal attributes.”
Lidl Lietuva
Client: Lidl Lietuva
Position: IT Project Manager (PM)
Number of candidates nominated: 7
Duration of the selection project: 26 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Traditional in-house selection for the IT PM role, with the desired additional parameter of professional experience from the client’s side. The aim was to attract a candidate with experience of working in a multi-layered, multinational organisation where the internal clients of the IT function are the heads of different departments. Experience in such an organisation enabled the candidate to successfully pass the external and internal selection rounds in record time.”
Finance / Banking&Accounting
SME finance
Client: SME finance
Position: Accounting Advisor
Number of candidates nominated: 3
Duration of the selection project: 22 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “This is a typical dual role for technology companies or large, multinational, multi-layered organisations with a high level of automation of accounting processes. Such positions and the number of candidates applying for them are a good indicator of the level of digitisation of the financial sector, as a core competency of the right candidate for the position is the ability to automate accounting processes in collaboration with the IT team and, in some cases, to develop dedicated IT systems. A great example of how financial positions overlap with IT functions.”
Tele2
Client: Tele2
Position: Data Analyst
Number of candidates nominated: 11
Duration of the selection project: 32 working days
Result: successful selection of an IT professional
Comment from the Recruitment Project Manager (Ramūnas): “The selection for the specific role of Data Analyst was focused on experience in commercial data analysis. This narrows the range of potential candidates to those who work with sales and marketing data. Of course, experience in technical data processing tools (Power BI, SQL, Python) is also an important factor in the selection of this position. The best way to test a candidate analyst is through a time-limited practical exercise that assesses both technical and data literacy skills.”
Capital Box
Client: Capital Box
Position: Deputy Head of Commercial Department
Number of candidates nominated: 7
Duration of the selection project: 28 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The selection of this position was directly linked to a specific service group and the products developed by the employer’s company. That is why one of the key requirements in the recruitment process was experience in working with a specific client market – in this case, SMEs (small and medium-sized enterprises). After a proper shortlisting process, most of the candidates with experience in developing financing services were in the SME services category and had significant experience in b2b financial services sold on the market (leasing, factoring, working capital finance, etc.). A detailed understanding of the clients’ market and competitive environment is one of the key parameters for this type of recruitment project.”
Mogo LT
Client: Mogo LT
Position: COO
Number of candidates nominated: 8
Duration of the selection project: 38 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The search for a sector-specific executive is always a headhunt. This was the selection method chosen for this screening project. The specific experience requirements, together with the desire to find an executive who will fit into the existing organisational structure in the shortest possible time, mean that the public search method can significantly extend the selection period and is therefore not effective. Strict deadlines for recruitment are particularly relevant for all types of recruitment projects in the financial sector. All the candidates from the direct search pool were thoroughly familiar with the sector’s characteristics, range of services, and competitive and regulatory environment, and for recruitment in this sector, direct search is the only way to attract candidates relevant to the employer within the available timeframe.”
CBI Money
Client: CBI Money
Position: Compliance Officer
Number of candidates nominated: 5
Duration of the selection project: 26 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a Compliance Officer is one of the most challenging specialist recruitments in the financial sector. This is due to the relatively small number of these professionals on the market, the high professional competence and reputation requirements, and the limited salary ranges that have been established in the market. For these reasons, we are carrying out this selection project using both direct and referral selection methods. The selection process was successful in bringing together a small group of 3–5 candidates who, after a short internal selection process, were prioritised and one of them was awarded the employment contract.”
Governmental Service / Public Sector
UAB Vilniaus viešasis transportas
Client: UAB Vilniaus viešasis transportas
Position: CEO
Number of candidates nominated: 5
Duration of the selection project: 30 working days
Result: successful selection of a top-level executive
Comment from the Recruitment Project Manager (Ramūnas): “The aim of this executive search and selection project was to create a competitive pool of candidates that would allow for objective comparisons between candidates with senior management experience in both public and private sector organisations. The selection was carried out through a public search and, due to the exceptional size and nature of the organisation’s activities, attracted a very high level of market interest. The final result was a long-list of 20 candidates, from which the Board members voted for 5 short-listed candidates, from which the winner of the public tender was selected. Transparency and quality communication between the client and the candidates were key criteria in this executive search and selection process.”
State enterprise Investicijų ir indėlių draudimas
Client: State enterprise Investicijų ir indėlių draudimas
Position: Head of Process Administration
Number of candidates nominated: 16
Duration of the selection project: 34 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “In private sector terms, this was a recruitment project for a compliance officer position. The distinctive feature of this particular selection process was that the recruitment was for a newly created position in the organisation with an assigned team of specialists. This required candidates to have not only knowledge of both EU and national legislation, but also a limited experience of organising a team. The selection process was carried out through a public search and attracted considerable interest not only from candidates working in the public sector, but also from those working in the private sector.”
ID Vilnius
Client: ID Vilnius
Position: IT Solution Architect
Number of candidates nominated: 6
Duration of the selection project: 22 working days
Result: successful selection
Comments from the Recruitment Project Manager (Ramūnas): “A particularly interesting recruitment project was the search for an IT systems architect responsible for the design and development of the architecture of the Vilnius City Data Centre. The main challenge of the project is to attract a competitive group of candidates from the private sector, which has the largest number of candidates in the field and the most sophisticated and large-scale IT systems architecture projects. To achieve this, the team selection project was carried out using a direct selection method in addition to the public selection. This helped us to successfully complete the recruitment project within the optimal time frame set by the client.”
Production and Manufacturing
Domus Lumina
Client: Domus Lumina
Position: Head of Production
Number of candidates nominated: 7
Duration of the selection project: 22 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “In 80% of recruitment cases, a new production manager is hired to achieve one of two goals either to increase production volumes, or to increase efficiency. In this case, the priority of the recruitment project was to find candidates who could form, commission and start up a new production unit within a limited timeframe. Given the level of automation and the volume of production, a strong emphasis was placed on the candidates’ ability to organise project-based production processes and to implement tools to manage production at medium levels of automation.”
IKEA purchasing services
Client: IKEA purchasing services
Position: Business Development Manager
Number of candidates nominated: 11
Duration of the selection project: 35 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “In the structure of one of the world’s largest furniture manufacturing companies, the BDM position is particularly important as its main function is to ensure smooth cooperation between the Group and external suppliers in the assigned region. For this reason, the person was required to have not only advanced, standardised production but also international business experience. These two selection criteria resulted in a direct search process, attracting candidates with experience in the target companies, and assessing the candidates using the international IKEA standard for staff selection.
Freda
Client: Freda
Position: Head of Manufacturing
Number of candidates nominated: 7
Duration of the selection project: 43 working days
Result: successful selection of a C-level Head of Manufacturing
Comment from Karolis, Recruitment Project Manager: “This role of Head of Manufacturing was very important for the client, as UAB Freda is one of the most well-known furniture manufacturing companies in Lithuania. The challenge was to find a high-level head of manufacturing who had put the most innovative production management methodologies into practice. In this recruitment project, we used both a cognitive interview and a task testing methodology. It was the task presentation phase that helped us to better assess the candidate’s potential to take on board the client’s accumulated knowledge and to add his own tried and tested production management techniques in improvised practical situations.”
Achema Group
Client: Achema Group
Position: Chief Economics Officer
Number of candidates nominated: 7
Duration of the selection project: 27 working days
Result: successful selection of a Head of Finance
Comment from the Recruitment Project Manager (Ramūnas): “One of those cases where the course and methods of a recruitment project are directly determined by the prevailing characteristic of the employer’s organisation – a large, multi-layered organisational structure, where the head of the economic department is responsible for the core financial management function across the whole group. For this reason, the aim was to select candidates with high-quality professional experience in a similar type of organisation and the ability to organise the work of a large, remote and cross-sectoral team. A very precise position profile with the client allowed us to recruit in a very short timeframe, with a shortlisted candidate in less than 4 weeks.
MC Bauchemie
Client: MC Bauchemie
Position: Sales Representative
Number of candidates nominated: 9
Duration of the selection project: 23 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Traditional recruitment for the position of Product Manager/Representative with an additional technical requirement – experience in working with chemical industry products. As the specific Sales Representative sought was responsible for products for the construction sector, the recruitment market was quite large as this is one of the most active labour market sectors in the region. The recruitment project was carried out through both public and direct search. In this case, the company’s reputation as a well-known employer has been particularly helpful in attracting candidates from the related areas of the chemical industry.
Logistics
Venipak
Client: Venipak
Position: CTO
Number of candidates nominated: 5
Duration of the selection project: 31 working days
Result: successful selection of a top-level IT executive
Comment from the Recruitment Project Manager (Ramūnas): “A high-level executive selection project that has received a lot of attention in the organisation. Experience in the development of information systems and infrastructure-based services was one of the main requirements for candidates, and the selection process included candidates with experience in all technologically advanced sectors (telecommunications, financial services, logistics, and manufacturing). The main responsibilities of the position included preparation of budgets, selection and control of external service providers, organisation of the work of a multi-layered internal IT team, allocation of IT resources to the needs of both the local and the regional organisation.
IKEA Industry Lietuva
Client: IKEA Industry Lietuva
Position: Warehouse Manager
Number of candidates nominated: 7
Duration of the selection project: 28 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a Warehouse Logistics Manager for one of the largest furniture manufacturing companies in the region, looking for a mid-level manager capable of developing and improving high-volume logistics processes in a highly automated manufacturing complex. Due to the location of the company, the aim was to attract candidates with the right skills from the surrounding cities, which is why a lot of attention was paid to selecting the right value package and providing flexible working conditions. The client’s positive employer image allowed us to carry out this executive search in record time, using both public and direct search methods.”
Domus Lumina
Client: Domus Lumina
Position: Logistics Manager
Number of candidates nominated: 9
Duration of the selection project: 37 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “During a period of rapid growth, the company was looking for a Warehouse Logistics Manager who would be responsible for the implementation and development of the logistics processes of the existing and newly launched production base. Due to the different nature of the operations of the two production bases, the sought-after manager was responsible for two separate logistics teams working in different locations and ensuring the operation of the warehouses for production raw materials and components, partially assembled and fully manufactured products. The initial pool of candidates was drawn exclusively from candidates who were interested in the direct selection process, as the public search was not successful in this case.”
Baltic Transline
Client: Baltic Transline
Position: IT Business Analyst (IT BA)
Number of candidates nominated: 6
Duration of the selection project: 28 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “IT BA roles are characterised by the fact that they are usually subject to two types of requirements: generic technical and business specific. General technical requirements – experience with documentation and project planning tools (JIRA, Confluence) and specific business management systems (SAP, NAV). Business experience – professional knowledge of sector-specific business processes, regulatory and competitive environments. The selection of this particular IT BA had both types of requirements, so the result was achieved through direct selection (headhunting).”
Eugesta
Client: Eugesta
Position: Terminal Manager
Number of candidates nominated: 7
Duration of the selection project: 35 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The recruitment of a manager for one of the largest logistics terminals in the Vilnius region was a great challenge because the scope of responsibilities of the position was extremely broad and diverse: large terminal base and number of employees; ensuring logistics operations of different types of warehouses for different types of products; quality assurance of different logistics service groups; maintenance and development of the terminal’s infrastructure; maintenance and development of IT infrastructure. During the selection process, the list of required competences was slightly narrowed down and prioritised after the first candidates had been assessed, thus focusing the resources of the selection project on the most relevant candidates. The final result was the selection of one of the candidates from the direct selection process.”
Engineering / mechanics
Kaefer LT
Client: Kaefer LT
Position: Chief Executive Officer
Number of candidates nominated: 14
Duration of the selection project: 37 working days
Result: successful selection of a top-level executive
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a top-level executive for a company in Lithuania, part of one of the world’s largest engineering groups. While the selection process was conducted in public and attracted a high level of public interest, the long list of candidates was also supplemented by a group of candidates who were attracted to the process through direct search. One of the objectives of the recruitment project was to assess whether there were candidates in the market who had the necessary experience to fill the position, as the Kaefer Group representatives were not very familiar with the Lithuanian market for top-level executives. After an assessment of the long list of candidates, the decision was taken to proceed with the selection process of the manager with the selected candidates and the selection of the position was completed within the optimal timeframe of 2 months.
SBA Urban
Client: SBA Urban
Position: Head of Innovations
Number of candidates nominated: 5
Duration of the selection project: 32 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “The selection of the position of Head of Innovations was one of the biggest recruitment challenges of that time. This is one of those management cases where the demand for a position in the organisation is not in line with market practice and, for objective reasons, there are simply no people available in the market for similar positions. In this case, it was decided to carry out the recruitment process in several directions simultaneously, looking for candidates in engineering, construction and manufacturing, thus adapting the requirements and responsibilities of the position to the experience of the available candidates. The direct and public selection process resulted in a particularly long list of candidates from which the candidate most closely matching the profile of the position was selected, which was slightly adjusted during the selection process to place more emphasis on experience in the field of construction engineering.
Tele2
Client: Tele2
Position: IP Engineer
Number of candidates nominated: 5
Duration of the selection project: 48 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “A long duration, highly focused recruitment project with the aim of attracting a candidate with precise technological (IP/MPLS) expertise. As in all such selections, most of the potential candidates are known before the selection process starts, so the key determinant of the selection outcome is the motivation of the candidates and the selection of the right value package for each individual candidate. In such recruitment projects, the flexibility of the employer’s HR policy and the ability to react quickly to the changing needs of the labour market are major advantages.
Geberit
Client: Geberit
Position: Technical Consulting Manager
Number of candidates nominated: 8
Duration of the selection project: 22 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “Traditional recruitment of a technical consultant/engineer to work on a project for a major European manufacturer of wastewater and water supply systems. The selection project was characterised by the search for a specialist with a particularly deep technical knowledge, able to advise design and installation contractors and to provide training for highly qualified professionals. Potential candidates had to go through a multi-stage selection process consisting of an assessment interview, a technical assignment and a personal qualities test. In the final stage of the recruitment process, candidates were interviewed by the employer’s regional managers, after which the final decision was taken.
Komfovent
Client: Komfovent
Position: Production Engineer
Number of candidates nominated: 6
Duration of the selection project: 27 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “A very dynamic recruitment project in the field of engineering, in which a manufacturing company was looking for an HVAC engineer with engineering skills. The main challenge was to find a candidate who could not only design HVAC solutions, but also contribute to the development of new products and work as part of the R&D team. The recruitment process was carried out through a direct search, targeting mid- and senior-level candidates already working in the field. Candidates’ technical competences were assessed by means of a time-limited task presentation.
Construction and Real Estate
Adeso
Client: Adeso
Position: Construction Project Manager
Number of candidates nominated: 8
Duration of the selection project: 25 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “The objective of this recruitment project was to attract an experienced construction project manager to a medium-sized, fast-growing construction contracting company. Due to the technical nature of the candidate requirements and the particularly competitive nature of the construction sector, a direct search method was chosen, as public searches for PMs and PPMs usually attract a high level of interest, but tend to have an extremely low suitability rate of 1-2%.”
Citus Construction
Client: Citus Construction
Position: CFO
Number of candidates nominated: 11
Duration of the selection project: 29 working days
Result: successfully selected executive
Comment from the Recruitment Project Manager (Ramūnas): “Recruitment of a high-level finance manager for a well-known real estate development company in Lithuania. Due to the economic cycle of property developers and the nature of the property portfolio under management, the CFO position required candidates to have experience in financial accounting and planning, but also in treasury management. The client placed great emphasis on the candidates’ ability to collaborate not only within the finance team, but also to be actively involved in advising the heads of other functions and in representing the company in the market. For this reason, we have received particularly strong interest from candidates working in companies with project-based activities during the direct search.”
SBA Urban
Client: SBA Urban
Position: Construction Project Manager
Number of candidates nominated: 5
Duration of the selection project: 29 working days
Result: successful selection of a top-level executive in the area of construction
Comment from the Recruitment Project Manager (Ramūnas): “At the early stage of the executive search and selection project, we had a very well-defined group of potential candidates with relevant experience in developing particularly large and complex real estate projects. As the responsibilities of this position cover all phases of project implementation, from location and design through to final contract works, experience in organising separate project teams is a priority requirement for candidates. Due to the extremely small number of potential candidates on the market, the majority of the pool of candidates was drawn up using a direct search method.”
Conresta
Client: Conresta
Position: Construction Director
Number of candidates nominated: 9
Duration of the selection project: 36 working days
Result: successfully selected executive
Comment from a recruitment project manager (Ramūnas): “One of the key management positions in a large general contracting company. Due to the large volume of projects and the high standards of quality and cost-effectiveness, particular emphasis was placed on the candidates’ ability to develop and streamline the business processes of the construction department and to implement standardised management methods at all stages of the construction contract. The effectiveness of these types of executive selection projects always depends on the optimal balance between public selection and direct selection, and on the choice of an appropriate selection period. If the methods used to select executives are not properly chosen, the actual selection time can exceed the planned time by several times.”
Raseinių statyba
Client: Raseinių statyba
Position: Estimator–Engineer
Number of candidates nominated: 12
Duration of the selection project: 29 working days
Result: successful selection
Comment from the Recruitment Project Manager (Ramūnas): “A traditional mid-level recruitment project with clearly stated technical skills requirements, without which a candidate cannot be considered. Experience with specialised software tools such as Sistela, Astera, AutoCAD was a prerequisite for the candidates, and skills were assessed during the technical assignment. The position of Estimator-Engineer is always attractive to younger candidates with less experience, as it’s a great starting point for a career in construction. For this reason, the selection project attracted particularly strong interest from candidates who have just completed their construction studies.”
To improve the overall quality of recruitment and to expand best practice in recruitment, we help clients analyse errors in their recruitment projects. If you think there are not enough candidates, or if you feel the selection project is taking too long, please get in touch and we will help you find and eliminate the cause of these problems.
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What is the basis for assigning a recruitment project manager to each client?
A recruitment project manager is not appointed on the basis of the client, but on the basis of the position the client is looking for. There is a standard pattern of recurring searches, i.e. clients vary, but the most common positions are searched for several times a month, so the recruitment project manager needs to be ready to help the client immediately and have a list of active candidates at that time.
Are there savings to be made by using a recruitment agency?
Yes, because recruitment companies usually offer partly recruitment-related pricing, so that part of the price is paid only when the right candidate is hired. They also provide a guarantee that is not available when the company selects its staff using its own resources. If we also consider time costs as a monetary cost, then a recruitment agency can save twice as much as recruitment services.
Do recruitment companies work differently?
The objective of a recruitment company’s service is the same, but the methods used to achieve it are certainly different. It is therefore important to choose a recruitment company by contacting at least a few recruitment agencies and assessing them. The recruitment project manager can be seen as a candidate, but only for a project rather than long-term work.
How do I choose the right recruitment company?
The first step is to find out whether the recruitment company has a history of success in finding and recruiting for positions that are relevant to the client. The other part is the balance between flexibility of payment, quality and guarantees offered by recruitment agencies. You should choose a recruitment company that offers to fix a significant part of the payment only after recruiting the right candidate, that offers a guarantee and, most importantly, that understands the technical specifics of the position you are looking for. Without the last parameter, even a low cost of service will be an inefficient use of funds.
Is the recruitment project time-consuming for the employer?
A professional recruitment company always asks technical questions that require clear and concise answers. Quality recruitment asks all the questions at the very first stage of the recruitment process, so that the client can look forward to the results – the right candidates. Employer involvement is no more than 2-3% of the total time required for a selection project compared to the involvement of the selection company.
