Recruitment & Second Opinion

It happens in almost every recruitment process: you have a candidate who feels right – but something nags at you. A qualified psychometric assessment gives you the substantiated basis you actually need...

That's a statement I've heard many times over the years – and one I've used myself. But the more experience I've gained, the more nuanced my view of it has become. Because it's not entirely wrong. But it's not the whole truth either. What it means – and what's often misunderstood When people say

Everyone wants the right person in place by September. Few understand that the process needs to start now. A recruitment takes 6–12 weeks — and summer isn't a reason to wait. It's the reason to start.

AI engineers, cybersecurity specialists, cloud architects — which tech roles dominate the recruitment market in 2026? Magdalena Hagström Ståhl on what it means for you as a hiring manager.

A bad hire at the executive level costs more than salary and recruitment fees. It costs you the team, the trust, and the culture. And it almost always starts with not knowing what you were looking for when the process began.

You have found the right candidate – but the timing is off. What do you do? Here are the most common mistakes managers make in this situation – and what actually works.

A bad hire costs between 1.5 and 2 times the annual salary. Yet it remains one of the most common and costly mistakes companies make. Here are three recurring reasons why – and what you can do about it.