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Finding people who fit your organisation
Your vacancy is live and applications are coming in, but not from the people you are looking for. Sound familiar? More often than not, the issue is not your job description.
At Talent Sourcing Partner, we take a different approach. We already know our candidates before you need them, through a Community that we continuously build and develop. We meet every candidate face-to-face at least twice and use our assessment to gain a clear understanding of how they work, from curiosity and analytical thinking to stakeholder communication.
Instead of receiving a stack of CVs, you receive a carefully selected number of profiles with meaningful context: why each candidate is a strong fit and how their qualities align with your team.
Trusted by 100+ customers
Does this sound familiar?
- Your vacancy has been open for months
- You get applications, but not from the right people
- Workload keeps rising while you keep searching
- A previous hire turned out not to be a match
- You need extra capacity temporarily, but not a permanent hire
Then it is rarely just your job ad. Usually the problem sits earlier, in the process.
Why finding staff goes wrong
Finding the right person starts with a sharp profile. Yet profiles are often too broad, so you attract the wrong people. Trying to reach everyone means reaching no one.
On top of that, hiring rarely gets the time it deserves. It runs alongside the real work, while it actually asks you to think ahead and search actively.
Then there is selection itself. Many organisations still look mainly at knowledge and experience, while personality, motivation and cultural fit matter at least as much for a match that lasts.
Finally, organisations underestimate how much their own story matters. Candidates choose deliberately: does this employer fit my personality, my personal goals and the way I want to work? Does the culture match, and do I believe in where this company is heading? A job ad alone answers none of those questions.
So we do it differently. Instead of steering on CVs and experience, we select on 'character over skills': how someone learns, collaborates and takes ownership. We map that with the Talent Compass and at least two personal conversations, before anyone sits down with you.
What we do for you
We help you find people who add value straight away and grow with your team. Our way of selecting is the same for both routes; what differs is whether you scale flexibly through StudentFlex or hire permanently through TalentSpark.
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We don’t wait until there’s a vacancy to fill. We continuously build our Community, get to know candidates early in their careers and assess their behaviour before introducing them to you.
What this means in practice:
- At least two personal interviews before every introduction
- Talent Compass: insight into seven key competencies for each candidate
- A shortlist with context instead of just CVs
- Support that continues after the candidate starts
This way, you’re not just filling a role — you’re building a team that grows and adapts with your organisation.
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For finance, data, marketing, sales, customer support, legal support and operations, we provide flexible working students.
Think of roles such as Finance Associate, Data Analyst, Operations Support and Recruitment Associate. They are used to working in dynamic environments and can quickly start working independently. During a peak period, we placed three people at Quatt within three weeks, and six at Vandebron within four weeks.
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For permanent roles, we place young professionals in areas including:
- Commercial and sales
- Consultancy and business analysis
- Customer success and implementation
- Project management
We select people who can quickly work independently and take ownership. These partnerships often start with a flexible placement and develop into something permanent: at Adyen, 194 of our talents have since transitioned into permanent contracts.
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Don't let a staff shortage slow your growth
“Talent Sourcing Partner thought along with us in an exceptional way, acted extremely fast, and within two months we had the perfect candidate with the right experience on board. Talent Sourcing Partner truly understands, anticipates quickly, and delivers quality.”
Why organisations work with us
1. We build relationships, not a database
We don't wait for a vacancy to appear; we build our Community of 16,500+ talents continuously. We get to know people early in their careers and stay in touch, even without an open role. That way we reach people who would never respond to a job ad.
2. 'Character over skills'
Experience can be taught, character can't. We select on grit, curiosity and accountability, and look at how someone learns, collaborates and adapts. You don't get a stack of CVs, but a shortlist with context: why someone fits and how that connects to your team.
3. Strategic recruitment advice
We think beyond the vacancy and advise on your recruitment strategy, employer story and growth plans. We prepare candidates for every interview with you and evaluate afterwards, so you speak to people who have done their homework. After the start we stay involved, with a check-in every six weeks.
What that leads to
16,500+ talents in our Community
100+ clients, from start-up to corporate
Over 10 years of working with companies like Uber, Vandebron & Flexport
194 talents at Adyen who went from working student to permanent hire
More figures per client can be found in our Use cases.
Which region are you hiring in?
We work throughout the Netherlands and are active in four regions, each with its own labour market and its own approach.
Staffing agency Amsterdam | Staffing agency Rotterdam | Staffing agency Utrecht | Staffing agency Eindhoven | Staffing agency The Hague
Veelgestelde vragen
Usually at one of these moments: your vacancy has been open for a long time, your own team never gets to hiring, you are looking for a profile you don't have enough reach for, or previous hires didn't work out. It also makes sense during a peak or a project, when you need capacity quickly without hiring permanent staff.
Then the question is whether you really need that experience. More than half of employers now more often hire people who still need to learn parts of the role. That is why we look at learning ability and behaviour: someone who doesn't tick every box but is eager to learn has a steeper learning curve and stays longer, because there is a growth path.
Temporary staffing involves flexible, temporary employment, with the employment contract managed through us. With recruitment & selection, the candidate is hired directly by your organisation. We offer both options and advise you on which approach best suits your situation and stage of growth.
That depends on the service, the role and the situation. With StudentFlex you work with an hourly rate including employer costs and only pay for the hours worked. With TalentSpark we work with a retainer upfront and a fee on placement. What fits best differs per assignment, so we are happy to think along and make a tailored proposal.
Through our Community. We get to know students and young professionals early in their careers, speak to them personally and stay in touch, even when there is no vacancy. Because we know what their ambition is, we also know what their next step could be. That is why people move who weren't actively looking at all.
By getting to know your team first. We visit you on site and speak not only to the hiring manager, but also to the people someone will be working with. That tells us how things actually work at your organisation, and you won't find that in a job description.
On top of that, we map how each candidate works: how independently, how curious they are, how they communicate with different people. We hold that against what your team needs. Before we introduce anyone, we have had at least two to three conversations.
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