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The big difference is who we work for.

A traditional agency works for itself. It builds its own candidate network, recruits under its own name, and charges €12,000-€15,000 per placement. Candidates who are not a perfect match? They go into the agency’s database for future assignments. You pay, they build their business.

Forp works for you. We recruit under your company name, we build your employer brand, and every candidate ends up in your database. Including the 47 people who applied but were not quite the right fit – they are yours. For future vacancies, for growth, or for other roles. And all of that for an average of €4,000 per placement.

The result? You do not just save 50-70% on cost, you also build a valuable candidate network that stays yours.

Yes, and it works especially well for difficult roles. Hard-to-fill vacancies do not need bigger budgets – they need a better strategy. Our approach for scarce profiles:

• Employer branding: we make your company attractive to passive candidates
• Job marketing: targeted campaigns aimed at specific audiences
• Direct sourcing: we actively search through LinkedIn, networks and databases
• Long-term talent pool: we build a database of candidates who are interested in you

An average of €4,000 per filled vacancy – that is 50-70% less than traditional agencies (€12,000-€15,000). You pay a transparent hourly rate for the hours we work. No success fees, no hidden costs.

At five vacancies a year, that saves you €40,000-€55,000. You receive a detailed quote before we start, and you can cancel on a monthly basis.

Getting started: depending on the service, we are up and running within 5-7 working days.
First candidates: within 2-3 weeks.
Average time to hire: 6-8 weeks.

We work in four-week sprints with weekly progress reports. You see results straight away: in week 1 your vacancy goes live with optimised content, in week 2 the first applications come in, and from week 3 onwards we start scheduling interviews.

Need it faster? For urgent vacancies we can step up the pace with more hours and direct sourcing. Our record: a production planner hired within 11 days.

Week 1: intake meeting, drawing up the role profile, writing the job description, defining the recruitment strategy.

Week 2-4: vacancy online, job marketing campaigns live, active sourcing started, first candidates coming in.

Week 3-6: holding intake interviews, making a preselection, presenting the best candidates to you.

Week 6-8: you hold the interviews, we support you with reference checks and contract proposals.

What we need from you: 30-60 minutes a week for updates and interviews with preselected candidates. We do the heavy lifting: sourcing, screening, scheduling and communication.

The result: only qualified candidates at your table, no time wasted on CVs that do not fit.

We share that risk with you. We work on a no cure, less pay basis. Exactly how we set that up is something we agree together. But thanks to our approach, finding no one at all is rare:

• Thorough intake: we only start once your expectations are clear
• Realistic profile: we advise you on whether your requirements are achievable in this market
• Multiple channels: we combine job boards, LinkedIn, our own network and direct sourcing
• Continuous adjustment: weekly evaluation and strategy updates

Yes, every candidate who responds becomes yours. This is probably the biggest difference with traditional agencies. What you get:

• All CVs and contact details of applicants
• Profiles of candidates who are interested but not (yet) the right fit
• Notes from intake interviews and our assessments
• LinkedIn connections we make on your behalf
• A structured talent pool for future vacancies

No, we work the way you prefer. Most clients give us access to their ATS (Applicant Tracking System) or email, but there are other options:

Option 1 – Full integration: access to your ATS, email and scheduling tools. The most efficient option, as we work entirely inside your systems.

Option 2 – Shared access: we work in our own tools and synchronise to your system every week.

Option 3 – External collaboration: we deliver weekly reports and candidate sheets, and you process them yourself.

Security: GDPR-compliant way of working, NDA as standard, and candidate data always remains your property. We use 2FA and encrypted communication where needed.

You can start with a single vacancy. No minimum volume, no long contracts. Most clients start small to get a feel for how we work. You can scale up as soon as your needs change.

That is up to you. After a successful placement there are three scenarios:

Scenario 1 – One-off collaboration: the vacancy is filled, we hand over all documents and candidate data, and the collaboration ends. No obligations.

Scenario 2 – On-demand collaboration: we pause until you have a new vacancy, then pick things up again. Ideal at 2-6 vacancies a year.

Scenario 3 – Ongoing partnership: we stay active with employer branding, talent pool maintenance and continuous sourcing. The moment a vacancy comes up, we can start straight away with warm leads.

Onboarding support: when someone starts, you always receive our candidate notes, assessment results and tips for a successful onboarding. Guarantee: a three-month replacement guarantee. If someone leaves within that period, we find a replacement free of charge.