Specialised technical roles in a narrow field, where the usual channels do not bring enough relevant candidates.
Read the story →You have seen the active candidates. We find the others.
We search the Czech labour market for people who have a job and are not applying, from CNC setters and programmers to production directors. Within 10 days we present the first candidates, matched to a brief we agree on together.
Clients do not value us for the number of CVs. They value accurate profiles, candidate notes they can use and a clear view of what is really happening in the market.
Accuracy
“Not a single candidate was completely off target.”
ALSTOM
Context
“We later used the notes on the candidates in our interviews.”
Siemens Energy
Hidden market
“Candidates we thought did not exist on the market at all.”
SITEL
Trusted by
The problem
When job ads are not working, another ad will not help.
Most clients contact us after they have tried the usual channels and seen the active candidates. At that point, we do not post another ad. The people you need usually have a job, do not apply and do not appear through the usual channels. But they are willing to talk about the right offer.
The hardest person to find is rarely the director. Directors tend to be visible. The hardest is the specialist who has a job, is not looking and would probably ignore a standard offer. That is why they never answer a job ad.
A different kind of work
A typical agency works with whoever applies. We work with the people who never would.
The active part of the market is made up of people who are looking right now, answering ads or open to offers. We also work with people who have a job, do not apply and never appear through the usual channels. They have a strong profile not because they want a new job, but because they are good at the one they have. We approach them directly.
“The consultants identified exactly which companies were likely to employ a suitable candidate for the role.”
LINET
“We use Sintera for its deep knowledge of the labour market and its wide reach across disciplines and positions.”
Výzkumný ústav železniční
“In a very short time, we filled a position we had been trying to fill for a long while.”
Glanzstoff Bohemia
“Even though the position was very specific, the vast majority of candidates met the minimum requirements we set in the brief.”
Aisan Industry Czech
Defining the role
Describe the role the wrong way and the right people slip through the net.
The market may use a different name for the role than the one you have in mind. One badly worded requirement is enough to lose a candidate who can do four of the five things you need. Not because they are unsuitable, but because the brief was aimed in the wrong place.
So we start by clarifying who you really need: what the person must be able to do, what experience they must have, what environment they will work in and how you will know they are succeeding.
“A short call was enough to describe the position properly. Sintera understands the personality profile the candidate needs.”
Sécheron Hasler
“A clearly structured approach reduced the delays caused by an unclear or misunderstood brief.”
Aisan Industry Czech
“The candidate profiles matched the positions we were looking to fill with great accuracy.”
Výzkumný ústav železniční
“The candidates recommended for interview matched our requirements in experience, knowledge and expectations for the role.”
LINET
Search infrastructure
Tools open doors. Experience decides which ones to knock on.
We have our own search infrastructure: tools we largely build ourselves, our own methods and know-how developed over years. It is not rocket science. But not everyone can build it and use it well, day after day. Just as you have a production line for your product, we have a production line for finding your person.
01
Market mapping
Who can actually do the job, including people outside job boards and databases.
02
Direct approach
Specific people, contacted directly, with an offer that fits them.
03
Assessment and context
The background that explains why a candidate is worth talking to.
04
Shortlist
Only candidates who are worth talking to.
Accuracy over volume
It is not about the number of CVs. It is about how many are worth an interview.
We do not send dozens of profiles and leave you to guess why they arrived. We present each candidate with context: why they match the brief, what is worth checking and why the conversation is worth having.
“We present candidates with a clear reason to talk to them. Not profiles that leave you guessing why they were sent.”
“When a search is precise, the company does not sort through a pile of irrelevant CVs. It talks to people who make sense.”
“Sometimes the goal is not more applications. It is finding people who never appear, because they already have a job.”
“A candidate should not be just somewhere near the brief. There should be a clear reason why they are worth an interview.”
“A good search delivers more than CVs. It delivers context that helps the company decide faster and on the facts.”
Case studies
When the usual channels were not enough
For quality roles, there is no point in wasting time sorting through irrelevant CVs.
Read the story →Demanding and specific roles in a tightly regulated industry.
Read the story →Demanding international roles that had been difficult to fill in the past.
Read the story →Very specific technical positions can be slowed down by an unclear brief.
Read the story →The position had been open for a long time and could not be filled.
Read the story →References
References that keep coming
“99% of the candidates presented go straight to interview.”
ZF Passive SafetyQuality managers and quality engineers
Read in full →“We also received candidates who had seemed unreachable on the market.”
SITELData centre technician, field response technician, site manager
Read in full →“Not a single candidate presented was outside the scope of the role.”
ALSTOMSpecialist roles in procurement
Read in full →Windmöller & Hölscher
“The candidate notes include Sintera's comments and the candidate's salary expectations.”
Windmöller & HölscherManagement and specialist technical positions
Read in full →“Several candidates often move on to the next rounds.”
JTEKT Czech RepublicSpecialist and technical positions
Read in full →“The profiles matched the agreed brief very closely.”
Nestlé ČeskoProduct and process specialist, safety technician
Read in full →“The selection process ended sooner than expected.”
Aisan IndustryMould maintenance specialist
Read in full →“The notes on the candidates were used directly in the interviews.”
Siemens EnergyTax Specialist
Read in full →“The consultants ask about the real content of the role in detail.”
TRW CarrQuality engineers and electrical roles
Read in full →
An archive of more than 100 references
Specific situations, roles and results. Ask us and we will send you a wider selection. The client quotes on this page are translated from Czech.
Ask for references
Led by a person
A search is not run by a form. It is run by a person who knows the market.
Every search is led by a person who knows why they are sending you a candidate. You are not waiting on an anonymous process. For each assignment, you know who is running it, why the search is going in this direction and what is happening in the market.
Video coming soon
Open positions
What we are working on now
Our job ads are published in Czech, because the people we approach work in the Czech Republic. They show the range of roles we fill: machine setters, CNC programmers, maintenance technicians, quality and design engineers, buyers and production managers. We do not publish every search.
Do you have a role you cannot fill?
Send us the job description or a few sentences about the role. We will get back to you and explain exactly how we would approach it. You are welcome to write in English.