- The empiricus Way
Our Process
Your path to the right role
The empiricus process for applicants
A career move is more than just another entry on your CV. It’s about the work, the people, the culture, the prospects – and sometimes that gut feeling that can’t be captured in a job advertisement.
We will guide you through this process personally, discreetly and systematically. From our initial discussion right through to your decision and beyond, our aim is to identify the role that truly suits you – in terms of professional expertise, personal fit and long-term prospects.
Our focus is not on a quick placement, but on forging a connection that works for both parties. After all, a new role should not just look good on paper, but also work well in practice.
Phase
01
Getting to know each other & understanding
Every successful partnership begins with an open conversation.
To start with, it’s all about you: your experience, your strengths, your goals, your reasons for changing jobs, and the conditions that matter to you. It’s not just about your professional skills, but also about how you like to work, which corporate culture suits you, and the direction in which you wish to develop.
This gives you a clear picture of which positions are actually right for you – and which ones just sound good.
What is clarified during this phase
- Your career goals and prospects for development
- Your areas of expertise and personal strengths
- Your expectations regarding the role, the team, leadership and corporate culture
- Your key requirements, such as location, working arrangements, salary and availability
- Your expectations of what a new role should offer you
Phase
02
Context & Orientation
Not every interesting role is automatically the right one.
Based on the initial discussion, we will work together to identify which options match your profile and your goals. The aim is not to push you into just any vacant role, but to realistically assess suitable opportunities.
You will receive an honest assessment of the market, role profiles, requirements and opportunities. Sometimes this confirms the path you are already on. Sometimes it also opens new doors that you hadn’t even considered before.
What's in it for you
- A clear assessment of your current market prospects
- Guidance on suitable roles, sectors and company sizes
- Clarity on what the next steps should be
- Feedback on your profile and positioning
- Clarity before entering into concrete discussions with companies
Phase
03
Find suitable options
We aren’t just looking for any old vacancy, but for a role that matches your profile, personality and career goals.
To this end, we review specific assignments, our existing network and suitable companies. For every option, the key question is: does this role really suit you – or does it just look attractive at first glance?
You will find out early on what the role entails, what the company’s expectations are and what the key conditions are.
We pay attention to this
- Professional suitability for the role
- Personal fit with the team, leadership and culture
- Career development opportunities in this role
- Realistic conditions
- A long-term perspective rather than short-term changes
Phase
04
Discreet coordination
Your details will not simply be passed on.
Before a company receives your profile, the specific role will be discussed with you. You decide whether the opportunity is of interest to you and whether your details may be shared.
Discretion is a given. Especially if you are currently in a position of responsibility, the process of changing jobs requires trust, tact and clear communication.
In practical terms, this means
- We will not share your documents without your consent
- Clear information about the role and the company
- Clarifying any outstanding issues before a presentation
- Discreet communication throughout the entire process
- A joint decision on the next step
Phase
05
Introduction & Preparation for the Interview
If a role is a good fit for you and you agree to an interview, your profile will be presented to the company in a professional manner.
This isn’t just about your CV and career history. The key is to clearly highlight your strengths, experience, motivation and suitability for the role. We will then prepare you for any interviews so that you go into the discussion well-informed and confident.
A good interview is not an interrogation, but an opportunity for both sides to get to know each other. Both parties should find out whether it’s really a good fit.
You will receive support with
- The professional categorisation of your profile
- Preparing for interviews with the company
- Clarifying roles, expectations and the framework
- Coordinating dates and next steps
- Following up on feedback on both sides
Phase
06
Support throughout the decision-making process
Once the interviews are over, the most important part often begins: making a decision.
Now it’s a matter of sorting through your impressions, clarifying any outstanding questions and clearly discussing the terms and conditions. We’ll support you throughout this process, acting as a sounding board and a mediator between you and the company.
The aim is to reach a decision that not only feels right today, but will still stand the test of time tomorrow.
This phase focuses on
- Honest feedback following discussions
- Clarification of outstanding technical, personal and organisational issues
- Support with contractual and framework terms
- Assessment of opportunities and potential risks
- A clear, well-reasoned decision
Phase
07
Departure & Arrival
The process doesn’t simply end once the contract has been signed.
Starting a new role is like the first day in a new team: the kit might already fit, but the team dynamic only really comes together on the pitch. That’s why we remain available to talk even after the move has been completed.
Especially in the first few weeks and months, it’s helpful to reflect on experiences, sort through any questions and ensure that both sides are working well together.
It remains important even after the start
- Support during the initial phase
- Feedback meetings following induction
- Clarifying any questions during the onboarding process
- Support if things aren't quite running smoothly yet
- Looking forward to a long-term successful partnership
- The claim
Connections,
that really work.
.
A successful placement is not measured by how quickly a vacancy is filled. It is measured by whether people, roles and companies are a good long-term fit. We combine professional expertise with a personal touch. It is not about standard processes, but about finding the right fit – with quality, transparency, trust and foresight.
Quality
Carefully curated selections rather than random suggestions.
Transparency
Clear information and straightforward steps.
Trust
Discretion and personalised support throughout the entire process.
Sustainability
Decisions that make sense in the long term as well.
Our process is designed not only to fill positions, but also to create value.
empiricus quality seal
Who is our process relevant for?
This process is right for you if you’re not just looking for ‘any old job’, but for a role that matches your skills, goals and values.
Especially suitable for applicants who
- wish to pursue targeted professional development
- are open to new perspectives but value discretion
- seek an honest assessment of their options
- do not wish to go through the application process on their own
- look for a role that suits them both professionally and personally
Your next step
Perhaps you are actively looking for a new challenge. Perhaps you are currently happy in your role but open to the right opportunity. Or perhaps you would simply like to explore your options without any obligation.
In any case, the process begins with a chat.
Let’s work together to find out which role is truly right for you.