My career switch to In Five Years has been very exciting! I already learned so much in just a couple of weeks. It’s fast, (sometimes) unpredictable and all about people, which is exactly what I like about it. But besides that, it’s also about timing, relationships, and understanding what really drives both candidates and companies.
Here are five key lessons I’ve picked up in my first month. Some I expected, others surprised me, but it’s been fun to discover them along the way!
1. Candidate and client experience is key
As already said, recruitment is all about people. The way candidates and clients experience the hiring process has a big impact on your reputation and success rate. And for In Five Years, this experience is key indeed. Even if a candidate doesn’t get the job, a positive experience can lead to referrals, future opportunities and a stronger employer brand – which is important for a start-up like In Five Years.
So, how do we create a great experience at In Five Years?
- For candidates: Clear and transparent communication, respect for their time and constructive and transparent follow-up.
- For clients: A smooth process without delays, a recruiter who really understands their needs and responsive and quick progress updates.
2. Recruitment is about listening, not just matching
Finding the right match isn’t just about comparing a CV with a job opening. It’s about really understanding what candidates want and what companies need. The best fit is not always the person with the most experience but the one who matches the company culture and long-term vision. That’s why, at In Five Years, we always kick-off with an elaborate intro meeting (preferably at the client) to really understand the company culture & needs. We’ll take the input we gained during this meeting with us throughout the entire process.
Why listening is key:
- Candidates and clients don’t always know exactly what they want ( I did not say this out loud 😉 ), so by listening carefully, you can find out their true priorities and gain a deeper understanding of their intrinsic motivation. Our goal is to uncover what truly drives people in the long run, which is why we chose the name “In Five Years.”
- It helps to avoid miscommunication and frustration later.
- Candidates feel valued when they are heard, even if they don’t get the job.
3. Timing is everything
In our ‘playing field’, companies often raise funding and need to scale quickly, which means they require strong profiles on short notice. The difference between success and missed opportunities often comes down to speed. Working with a recruitment partner who has a broad network and can move fast is crucial to securing top talent before others do. An efficient hiring process not only helps companies grow but also ensures candidates don’t drop off due to long waiting times.
Why timing matters:
- When companies raise funding, they might need to hire key talent (fast) to scale effectively.
- Top candidates are often in high demand and won’t stay on the market for long.
- Partnering with a recruiter with a strong network speeds up the search and ensures access to the right talent at the right time.
4. Industry-specific hiring habits
What I have noticed is that hiring expectations and candidate preferences can vary greatly depending on the industry and even the location. For example, in some ecosystems, employers still expect employees to be on-site more often, whereas in other regions, hybrid or remote work is much more accepted. Similarly, some industries are more flexible with hiring based on skills rather than degrees, while others don’t. Understanding these nuances is crucial for effective recruitment and ensuring the right fit between candidates and companies.
Key hiring insights:
- Hybrid and remote work expectations: Not equal everywhere; some industries remain more office focused.
- Skills-based hiring: Some companies prioritize adaptability and learning potential over formal education.
- Employer branding & culture: Candidates increasingly look for companies that align with their values and work style.
5. Recruitment is about building long term relationships
Last, but definitely not least: Recruitment isn’t just about filling a position today; it’s mainly about building a strong, lasting network for the future. In the past month, I’ve really enjoyed reconnecting with old contacts that I haven’t spoken to in a while. It’s been exciting to catch up on how their careers have progressed and hear about their latest ventures. It’s also been a great reminder of the value of maintaining relationships over time.
At the same time, I’m excited about the new network I’m building within the fast-paced and evolving SaaS / Tech start-up & scale-up world. Having the right connections is key in recruitment: it helps in finding the best talent, but also in understanding what’s happening in different sectors. In short: In recruitment, the strength of your network is one of the most important assets you can have 🙂
So, to wrap-up:
At In Five Years, recruitment is much more than just filling jobs. It’s about listening carefully, making decisions quickly, being transparent, building strong relationships, and making sure everyone involved has a great experience. By focusing on these things, you can not only make better matches, but also grow as a trusted expert in the field. I’m excited to see what’s next, and even more excited to get to know all the new people I’ll connect with :)!
