Briefing
A short conversation about the role: must-haves, team, salary range. No form marathon.
For companies
Better candidates.
Better candidates.
Lower cost.
SkillIA is recruiting with a matching engine instead of a stale database: every candidate is interviewed and verified in person, our engine matches them against your specific role, and for every recommendation you see why they fit.
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What to look for: a hiring manager or team lead reviewing candidate profiles on a laptop or tablet, natural office light, confident and focused. Search "hiring manager reviewing candidates laptop" on Unsplash or Pexels. Avoid stock-photo handshakes or stiff corporate poses.
The difference
SkillIA vs. legacy recruitment agencies
Legacy agencies sell you CVs from an internal database. We sell you justified recommendations from the whole market.
| Legacy agency | SkillIA | |
|---|---|---|
| Candidate search | Internal database, keyword search, often outdated profiles | AI continuously scans the active market across multiple job sources |
| Screening | CV screening by keyword | Personal interview + skill verification, then a two-stage algorithmic ranking |
| Shortlist | A stack of CVs, justification: "trust us" | Explainable recommendations: skills, seniority, language, availability and salary range justified per candidate |
| Fees | 25–35% of the annual salary; 27.5% on average (BDU, 2024) | 10–15% of the annual salary, success-based: the engine does the expensive searching, so that cost is not in our price |
| Guarantee | Varies, often short or negotiable | 90 days: confirm the hire, or we find a substitute at no cost |
| Transparency | Black box: you only see the result | Traceable criteria behind every match, aligned with the EU AI Act's spirit |
Explainable shortlists
You don't just see who.
You don't just see who.
You see why.
Every SkillIA shortlist is made of candidate cards like this one: interviewed, verified profiles with a clear justification of why the person fits your role, and where the trade-offs are. No black box, no CV stack.
Verified in an interview. What's on the card was checked in a conversation, not copied from a CV.
Justified, not asserted. Must-have requirements, seniority, language, location and salary range are matched one by one.
Weaknesses included. If a candidate misses a requirement, it's on the card. You decide with full information.
Candidate #M-2417Electrician (journeyman) · verified in interview
92% match
- 6 years of experience in building technology, verified in the interview
- Meets 9 of 10 must-have requirements, incl. switch cabinet assembly and commissioning
- Salary expectation within your stated range
- Motivation checked: shorter commute, long-term perspective
- Gap: no PLC programming, basic knowledge present, willing to learn
Example card with fictitious data. Every candidate in your shortlist looks like this.
How it works
From briefing to hire
Matching
The engine matches your role against interviewed candidates and the active market, in two ranking stages.
Shortlist
You receive a few justified candidate cards instead of a CV stack. Every recommendation is traceable.
Hire + guarantee
You run the interviews, we support you to the signature. Every placement comes with a 90-day replacement guarantee.
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What to look for: two people in a relaxed working session over a laptop or a printed shortlist, natural light, genuine expressions. Search "colleagues reviewing documents laptop office" on Unsplash or Pexels. Avoid staged handshakes or stock-corporate grey.
Behind the match
The engine ranks.
The engine ranks.
Our team stays close.
Every shortlist is checked by a person on our team before it reaches you, and you keep one direct contact for the whole process, not a support ticket.
One contact, start to finish. You talk to the same person from briefing to signature.
Reachable, not automated. Questions get answered by someone who actually knows your role.
10–15% of the annual salary. The market average is 27.5%.
- No hire, no invoice. You only pay when you hire, and the fee is calculated on the gross annual salary of the position — the same basis every agency uses.
- Less than half the market average. The BDU puts the average fee of German recruitment consultancies at 27.5% of target salary. On a €45,000 role that is €12,375, against €4,500–6,750 with us.
- One rate, no surprises. Conditions are fixed in writing before the first shortlist.
90-day replacement guarantee
- Full probation cover. Confirm the hire within 90 days, or we search for a substitute at no cost.
- No small print. The guarantee applies to every placement, whatever the role or level.
- We stay close. After the signature we keep in touch with both sides.
Vacancy cost
What does your unfilled position cost?
Every day without the right professional costs money — and the honest figure is smaller than most agencies claim, because an empty seat also draws no salary. Our calculator credits that back, so the number survives a management meeting.
Your figures, not a scare number
- Working days, not calendar days. Vacancy time is reported in calendar days; output is only lost on working days. Skipping that step overstates the result by about 46%.
- Value added, not revenue. A seat contributes revenue minus material and subcontracting, not the whole invoice.
- The salary you are not paying is subtracted. The line no other calculator shows.
- Every benchmark is editable and sourced. Replace our sector defaults with your own numbers.
10–15%, against a 27.5% market average
- On a €45,000 role: €4,500–6,750 with us, against €12,375 at the German market average.
- Per hire, that is roughly €6,750 you keep at our mid-point of 12.5%.
- Measured against the vacancy itself, our fee costs about as much as a few weeks of the position standing empty — the calculator works out exactly how many days for your role.
An open role? Tell us about it.
Describe the position briefly: within one business day you'll get an honest assessment of whether and how fast we can deliver.