Thoughts from our team on hiring, product and notes from the engine room.
European defence budgets are climbing across the board — not just in Germany, which everyone talks about — while the Sales & BD talent pool qualified to sell into complex, multi-domain procurement has not kept pace anywhere on the continent. That imbalance is the backdrop. The part worth your attention is what we actually do differently to find and win these candidates.
ReadWhy technical fluency is now a commercial risk control, not a nice-to-have, and five questions worth asking before you shortlist.
ReadNearly every Head of Continuous Improvement, Europe search is trying to hire a transformation leader. Most of them end up with an excellent project manager instead and the organisation takes eighteen months to figure it out.
ReadA one-page competency framework, three interview questions worth stealing, and why "manage stakeholder relationships" on a job spec guarantees the wrong hire.
ReadThere's a complaint I hear often enough that I've started to expect it in almost every first conversation with a new client. It's rarely about the quality of candidates, at least not at first. It's about not knowing what's actually happening with the search.
ReadPower systems hiring needs domain expertise! A case for why specialist knowledge, not just specialist process, changes outcomes.
ReadOne title, two very different profiles, and a video scenario that tells them apart every time.
ReadA surprisingly common confusion with surprisingly significant consequences.
ReadSpeed is not a luxury in bid management hiring. It is the difference between being in the race and missing it.
ReadA step-by-step process, from job spec to signed offer.
ReadWhy grid automation tendering specialists are among the most commercially valuable and least replaceable people in the sector.
ReadFor anyone who has ever googled "what is PSCAD" at 11pm before an interview.
ReadA practical guide for hiring managers, plus a competency framework you can use today.
ReadIf your talent sourcing feels stuck, run this experiment. Give it 15 days. Pick one role, one talent market, one sourcing channel, define enough reps, and let focus replace the holiday-buffet approach.
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