Question 1

How do I know which package suits us?

Accepted Answer

Ask yourself the question: do you have a structural pattern in your vacancy flow, or does it come in peaks? For ad-hoc assignments and peaks, a Standalone Search is usually the best choice, billed per assignment and without obligations. If you have a structural volume or want a permanent sourcing partner alongside your own team, Custom Solutions becomes more financially and operationally attractive. During an introductory meeting, we will look at your vacancy flow together and provide honest advice.

Question 2

What is the difference with alternatives?

Accepted Answer

Hard-to-fill roles leave you two options, and both cost you something. A search agency takes the work off your hands, but it runs 15 to 30% of the annual salary, takes 6 to 12 weeks, and you hand over control of your candidates. Sourcing in-house keeps you in control, but it eats up to half your recruiters' day, and LinkedIn only shows you whoever happens to be active there.Replicruit takes the best of both and leaves the rest. You keep the control of in-house sourcing, at a fraction of the time. And you get the reach and validation of a strong agency: a validated longlist drawn from 5 million profiles, matched on skills and experience, delivered in 7 to 10 working days, for a fraction of the cost. We do the searching, your recruiters make the match.

Question 3

Do I get a longlist or a shortlist?

Accepted Answer

By default we deliver a validated longlist of 20 to 25 candidates per assignment. Many clients prefer it that way, because their recruiters want to judge for themselves who to approach first. On request, we distil that down to a shortlist of 5 to 10 candidates.

Question 4

What if the first longlist isn't good?

Accepted Answer

For most part, we take care of that with the intake and calibration up front. And if a longlist still misses the mark, we recalibrate on your feedback, free of charge.Iets compacter kan ook: "We catch most of that in the intake and calibration up front. If a longlist still misses, we recalibrate on your feedback at no cost."

Question 5

I already have an internal sourcer, is Replicrude still interesting then?

Accepted Answer

Yes, especially then. Many clients use us to make their internal sourcer scalable. The sourcer handles the difficult, niche vacancies and candidate contact; we handle volume sourcing. This makes your internal sourcer more productive without hiring a second one.

Question 6

What exactly does your Hybrid Search entail?

Accepted Answer

Hybrid Search combines AI computing power with human validation. Our model scans 5 million Dutch profiles for skills and experience, includes lookalikes of your best people, and a Senior Scout factually checks every profile before the longlist hits your inbox. No black box, but a scout who understands what scouting is.

Question 7

What are the main benefits of using Replicruit?

Accepted Answer

Speed: Get results in minutes instead of weeks.Accuracy: Custom matches that meet your exact needs.Transparency: Pay-per-use with no hidden costs.Efficiency: Streamlined work processes to save time and resources.Ethics: Merit-based selection for inclusive recruitment practices.

Question 8

How do you handle data and privacy?

Accepted Answer

We work exclusively with publicly available and lawfully enriched data, GDPR-compliant. You share the vacancy with us; we share profiles you can contact directly. No candidate data is retained longer than necessary.

Question 9

What does the placement fee entail?

Accepted Answer

You pay the placement fee per candidate from our longlist that you actually place. If you do not place anyone, you only pay the assignment fee. You must mark candidates who were already on your radar, in your ATS or an ongoing process, within two working days of receipt; these are excluded from the fee. This way, you only pay for the candidates we truly find for you.

AI-powered sourcing for the perfect shortlist.

Trusted by recruiters and agencies

Time for clients

Productivity

Time-to-hire up to

Search for candidates

Most recruiters lose 50% of their day to manual sourcing.

Finally, focus on conversations, selection and closing.

Smart matching that sees what others don't

1. Intake

2. AI works the data

3. Scout validates & sends

Find Talent

Effortlessly Find Top Talent

AI-Powered Talent Matching

Detailed Talent Profiles

Cost Effective, Pay Per Use Pricing

Search-as-a-service

€850

Custom scope

Custom pricing

Data enrichment