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Recruiting for energy providers, hospitals, or manufacturers involved in dual-use technologies follows different rules than traditional hiring at small and medium-sized businesses:
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Many medium-sized companies are familiar with this pattern. The position has been posted, management is pushing for a hire, and the job ad is up.
Recruiting without an HR department only works if there are clear responsibilities, a well-defined approach to candidates, and a structured selection process. Without this structure,
In a nutshell: Skills-based hiring places greater value on skills, potential, and demonstrable performance than on degrees or linear resumes. This approach expands the talent
An ATS (Applicant Tracking System) helps organize job applications, interview statuses, departmental feedback, and recruiting metrics. For HR teams, what matters most is not a
The recruiting funnel maps out the individual phases of your hiring process, from the initial outreach to the job offer. By analyzing and evaluating selected
Time-to-Hire shows how long it takes to fill your open position, from the first contact with a qualified candidate to the candidate’s acceptance of the
At the last Kooku Breakfast Club, a topic came up during the networking discussion that surprised many in the room—even though almost everyone deals with
Embedded Recruiting: When the External Recruiter Becomes Part of the Team In our daily conversations with HR leaders—Heads of Talent Acquisition, HR Directors, and People
For years, applicant management was a niche topic, but now inboxes are filling up again. Many HR teams are unprepared for this surge; qualified candidates
Mathias Mengel
Managing Director of Kooku Recruiting GmbH
Mathias leads Kooku Recruiting Partners with a clear focus on data-driven and fair recruiting solutions.
Together with experienced interim recruiters and consultants, he helps companies fill open positions in a targeted manner and refine their recruiting strategies. Since 2014, Kooku has supported over 250 companies in this way.
