Recruit specialists without turning partners into coordinators.
Bring job distribution, specialty screening, interviews, and partner feedback into one hiring workspace for consulting, legal, accounting, and agency teams.
Build a channel mix for each practice and seniority level
Screen for specialty, credentials, portfolio, and availability
Coordinate multi-stakeholder interviews without email chains
Keep candidate work organised without adding process for its own sake.
Give every reviewer one place for the evidence, schedule, feedback, and next step.
TARGETED REACH
Use a different channel mix for every practice.
Publish one job across major, regional, and specialist boards, then compare which sources produce suitable candidates and hires for each practice area.
Choose boards by specialty and seniority
Keep every application source attached
Reuse the setup for recurring searches
STRUCTURED EVALUATION
Coordinate expert input without forwarding candidate files.
Role-specific answers, interview scorecards, messages, and scheduling stay with the profile. Partners see the evidence they need and leave feedback in the same workflow.
Use practice-specific screening and scorecards
Send one scheduling link across calendars
Keep a clear record of each decision
CUSTOMER PROOF
How WeVenture hires better talent faster
A Berlin advertising agency added 35% more applications, cut time-to-hire 30% and reduced cost-to-hire 20% — by pairing Join with Personio.
more applications
+35%
time-to-hire reduction
−30%
cost-to-hire reduction
−20%
“All applications received — regardless of channel — are collected centrally in Join and can be seen at a glance. The automation of rejection messages is a big plus.”
What customers say about Join.Recruiters and hiring managers who use it.
“It's all in one place, everyone can work in it, and we can see what's running. That's what we needed.”
Sophie Van SlambrouckInternational Recruitment Manager, AQUALEXRead the story
“Scorecards give me structure. I know what information I still need, and I can write it up clearly for the hiring manager. They read it and have everything they need.”
Josephine StresiusRecruiting Lead, MARTENS & PRAHL GruppeRead the story
“Before Join, our recruiting process was scattered and unclear. Now we can publish both blue-collar and white-collar roles from one tool and keep track of every candidate that applies. We actually run hiring the way it should be run.”
Cengizhan AkanRecruiter, Trigon Gruppe GmbHRead the story
What professional-services teams ask before trying Join.
Can different practices use different screening criteria?
Yes. Each job can have its own application questions, pipeline, scorecards, and hiring team.
How do partners review candidates without receiving CVs by email?
Assign the relevant reviewers in Join. They can access the candidate profile, screening answers, interview plan, and permitted notes in the same workspace.
Can Join support occasional hiring?
Yes. Keep templates and previous channel data ready between hiring periods, then reopen the process when demand returns.
Can we control access by team or role?
Yes. Roles and permissions help limit access to the jobs and candidate information each person needs.
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