{"id":3556,"date":"2026-08-11T20:40:28","date_gmt":"2026-08-11T18:40:28","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/for-recruiters\/"},"modified":"2026-10-22T21:02:50","modified_gmt":"2026-10-22T19:02:50","slug":"for-recruiters","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/for-recruiters\/","title":{"rendered":"For recruiters & R&S"},"content":{"rendered":"\n
\n\n
\n\n
\n\n

For recruiters & recruitment and selection<\/p>\n\n\n

Match on talent, not on CV<\/span><\/h1>\n\n\n

A CV tells you what someone has done, not what someone is naturally capable of. me.scan gives you an objective talent base \u2013 for better matches and stronger recommendations.<\/p>\n\n\n

\n\n
\n
Book an introduction \u2192<\/a><\/div>\n
What it delivers<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
\"Standing<\/div>\n\n\n\n
\n\n
\n\n
\n\n

Sound familiar?<\/p>\n\n\n

The CV doesn’t tell the whole story<\/h2>\n\n\n

Selecting on experience and gut feeling leads to misplacements, early dropout and candidates who look strong on paper but don’t fit.<\/p>\n\n<\/div>\n\n\n

\n\n
\n\n
<\/svg><\/div>\n\n\n

Misplacements<\/h3>\n\n\n

A candidate who looks strong on paper turns out not to fit the role or the team in practice.<\/p>\n\n<\/div>\n\n\n

\n\n
<\/svg><\/div>\n\n\n

Early dropout<\/h3>\n\n\n

Placements that break down within months \u2013 costly for client and agency alike.<\/p>\n\n<\/div>\n\n\n

\n\n
<\/svg><\/div>\n\n\n

Gut-feel selection<\/h3>\n\n\n

Without an objective base, the feeling of the moment weighs too heavily in the decision.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

What it delivers<\/p>\n\n\n

Stronger matches, stronger reputation<\/h2>\n\n\n

An objective talent base makes your recommendations better \u2013 and your agency more trustworthy.<\/p>\n\n<\/div>\n\n\n

\n\n
\n\n
<\/svg><\/div>\n\n\n

Better matches<\/h3>\n\n\n

Match candidates to roles that fit their talent, not just their past.<\/p>\n\n<\/div>\n\n\n

\n\n
<\/svg><\/div>\n\n\n

Substantiated recommendations<\/h3>\n\n\n

Give clients an objective insight alongside the CV \u2013 that sets you apart.<\/p>\n\n<\/div>\n\n\n

\n\n
<\/svg><\/div>\n\n\n

Fewer mis-hires<\/h3>\n\n\n

Matching on talent reduces the risk of expensive misplacements and early dropout.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

Proof<\/p>\n\n\n

What clients achieve with it<\/h2>\n\n<\/div>\n\n\n
\n\n
\"Substantiating<\/div>\n\n\n
\n\n
“Clients see that our recommendations are substantiated. That sets us apart from every other agency.”<\/blockquote>\n\n\n
Name<\/div>\n\n\n
Owner, R&S agency; \u00b7 [example quote]<\/i><\/div>\n\n\n

Read more experiences \u2192<\/a><\/p>\n\n<\/div>\n\n<\/div>\n\n\n

\n\n
\n\n
50.000+<\/div>\n\n\n

me.scans taken<\/p>\n\n<\/div>\n\n\n

\n\n
15+<\/div>\n\n\n

countries where we’re active<\/p>\n\n<\/div>\n\n\n

\n\n
20+<\/div>\n\n\n

years of experience with the method<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

CV versus talent<\/p>\n\n\n

Add an objective layer<\/h2>\n\n\n

The CV remains valuable, but it’s not enough. The me.scan adds a talent base that substantiates your recommendations \u2013 and the candidate remains owner of their own data.<\/p>\n\n<\/div>\n\n\n

\n\n
\n\n
CV only<\/div>\n\n\n

What someone has done<\/h3>\n\n\n

Experience and education \u2013 backward-looking, and prone to polish.<\/p>\n\n<\/div>\n\n\n

\n\n
CV + me.scan<\/div>\n\n\n

What someone is naturally capable of<\/h3>\n\n\n

An objective talent base that predicts whether someone fits \u2013 forward-looking.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

What you use it for<\/p>\n\n\n

What agencies start with<\/h2>\n\n\n

These are the questions agencies use the me.scan for. In the price calculator you indicate which ones apply to you.<\/p>\n\n<\/div>\n\n\n

\n\n
\n\n

Short and long lists<\/h3>\n\n\n

Match on talent instead of on CV, and justify why these five and not those fifteen.<\/p>\n\n<\/div>\n\n\n

\n\n

A database that works for you<\/h3>\n\n\n

Candidates you already scanned stay findable, including for an assignment that does not exist yet.<\/p>\n\n<\/div>\n\n\n

\n\n

Tuned to the client<\/h3>\n\n\n

Put your client’s role profile next to your candidate’s talent and show the fit.<\/p>\n\n<\/div>\n\n\n

\n\n

Reporting to measure<\/h3>\n\n\n

A report in your house style that you can send with the introduction.<\/p>\n\n<\/div>\n\n\n

\n\n

Insight under pressure<\/h3>\n\n\n

See how a candidate holds up under the pressure this role brings, before it shows.<\/p>\n\n<\/div>\n\n\n

\n\n

Fewer mismatches<\/h3>\n\n\n

A wrong match costs you margin and reputation. This takes the guesswork out.<\/p>\n\n<\/div>\n\n\n

\n\n

Assessments<\/h3>\n\n\n

If more certainty is needed, there is an online or full assessment alongside the scan.<\/p>\n\n<\/div>\n\n\n

\n\n

Career questions<\/h3>\n\n\n

Not every candidate fits this role. Sometimes the conversation about direction is worth more.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

In every plan<\/p>\n\n\n

What you get either way<\/h2>\n\n\n

The plans differ in size and in how much guidance is included. Not in what you get to see.<\/p>\n\n<\/div>\n\n\n

\n\n
\n\n

The scan and the profile<\/h3>\n\n\n

Every candidate gets their own profile, and keeps it even if the placement does not go ahead.<\/p>\n\n<\/div>\n\n\n

Talent match<\/h3>

How well a candidate fits the role profile of your client. Read more \u2192<\/span><\/p><\/a>\n\n\n

\n\n

Aime<\/h3>\n\n\n

Our AI coach guides candidates online in their own development.<\/p>\n\n<\/div>\n\n\n

\n\n

Your own dashboard<\/h3>\n\n\n

Groups, candidates, reports and credits together in one place.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

The plans differ in the number of candidates per year and in the rate per candidate. The bigger the plan, the lower the rate.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
\n\n
\n\n

Good to know<\/p>\n\n\n

The terms, without small print<\/h2>\n\n<\/div>\n\n\n
\n\n
\n\n

Fixed onboarding<\/h3>\n\n\n

A one-off amount per plan for the set-up. No sliding scale, just a fixed amount.<\/p>\n\n<\/div>\n\n\n

\n\n

Assessments<\/h3>\n\n\n

The online assessment and the full assessment with a certified assessor are bought separately alongside your plan.<\/p>\n\n<\/div>\n\n\n

\n\n

A coach on request<\/h3>\n\n\n

If a candidate needs guidance, a certified coach is available.<\/p>\n\n<\/div>\n\n\n

\n\n

Training optional<\/h3>\n\n\n

me.basis if you want to interpret it yourself. Not required, because we deliver the reporting.<\/p>\n\n<\/div>\n\n\n

\n\n

Above 500 candidates<\/h3>\n\n\n

Then we make a bespoke price, because the conversation changes at that point.<\/p>\n\n<\/div>\n\n\n

\n\n

Paying<\/h3>\n\n\n

The plans run per year and are paid in advance. Paying monthly is possible, with a 10 per cent surcharge.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\n\n
Rates<\/span>

Four plans, per candidate<\/span><\/h2>

You pay per candidate per year, not per employee per month. Choose the plan that suits your agency’s volume; all four offer the same thing, but the larger the plan, the lower the rate per candidate. Once you know your numbers, the quote module works out the best-value plan for you.<\/p> <\/div>

In every plan, with every candidate<\/p>