StudentFlex helps Dura Vermeer fill 33 infrastructure traineeships in a scarce market

The challenge at Dura Vermeer

Dura Vermeer aimed to expand its Infrastructure Traineeship with a new group of 33 trainees. Finding young talent with a genuine interest in infrastructure is challenging: the required affinity, motivation, and learning potential are rarely visible on resumes or LinkedIn profiles.

At the same time, the internal team had limited capacity for large-scale direct outreach, screening, and follow-up. Their primary focus rested on employer branding and campus activities, leaving insufficient bandwidth for structured, high-volume talent sourcing.

To fill the traineeship on time, Dura Vermeer sought a partner that could:
• provide fast access to a relevant talent pool
• evaluate candidates through in-depth conversations on motivation and culture fit
• accelerate sourcing without compromising on quality

Talent Sourcing Partner offered a scalable solution by activating a large pool of relevant early-career talent and conducting careful, character-based screening to identify suitability for the infrastructure domain.

Our approach

Initial sourcing and first-round assessments

The collaboration began with an in-depth intake involving all key stakeholders. We mapped out the role expectations, cultural values, and development opportunities in detail. Based on this analysis, we refined a talent profile that went beyond technical background and focused strongly on potential and intrinsic motivation.

We then activated our community and directly contacted candidates who matched the refined profile. Within two months, we conducted 163 conversations with potential trainees. These conversations assessed motivation for infrastructure, learning ability, and cultural alignment, allowing us to distinguish candidates who genuinely aspire to a career in infrastructure from those exploring multiple unrelated options.

Weekly coordination and strategy refinement

To maintain pace and alignment, we held weekly coordination meetings with Dura Vermeer. During these sessions, we reviewed progress, discussed candidate profiles, shared insights from talent conversations, and refined the sourcing strategy where needed.

This structured rhythm enabled rapid adjustments, early identification of bottlenecks, and timely follow-up with candidates who were also in processes with competing traineeships.

Shortlist and candidate selection

From the total pool, we curated a shortlist of 9 qualified candidates with proven motivation and potential. These introductions met the competency requirements and demonstrated strong cultural alignment with Dura Vermeer’s infrastructure divisions.

The results

The collaboration delivered strong and sustainable outcomes. Of the 22 trainees ultimately selected for the program, 4 were sourced through Talent Sourcing Partner. These hires stood out for their intrinsic motivation, long-term potential, and clear alignment with Dura Vermeer’s way of working.

Our structured, character-driven selection process proved crucial in a scarce and competitive market. By combining speed, alignment, and in-depth candidate assessment, Dura Vermeer was able to fill the traineeship with high-quality, motivated talent.

The collaboration has laid the foundation for a long-term partnership, providing Dura Vermeer with a consistent, high-quality pipeline of young talent across the construction and infrastructure domain.

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