Job boards wait for résumés. We actively bring you candidates.

A recruitment agency usually works with a database, job ads and candidates who are actively looking for work. We build a system that also reaches people outside job boards. For every role we prepare content, a campaign and a qualification funnel. Candidates answer questions, go through scoring, and HR receives them in a clear form, rather than as a random pile of CVs.

First we get to understand the role, the ideal candidate and the qualification criteria. Then we prepare the content, landing page, funnel, scoring and HR panel. Once approved, we launch the campaign, track performance and hand over candidates including their answers, contacts and status in the panel.

The selected package and your order define the scope. It may include recruitment content, a landing page, qualification form, scoring, HR dashboard, campaign management and reporting. The media budget is separate. After full payment, you may use the outputs under article 14 of the terms; a performance-guarantee refund terminates the licence under article 8.10. The platform itself remains an Evolving service.

START costs €1,600 and PERFORMANCE €3,600 per role, excluding VAT. SCALE pricing and scope are agreed individually. The media budget is charged separately for each role. START is paid in full before work begins. PERFORMANCE is paid in two instalments: at the start of the engagement and before the campaign launches. The media budget is paid before the campaign launches.

Initial responses may arrive within a few days of launch; timing depends on the role and offer. Unless agreed otherwise in the order, a campaign runs for 14 calendar days from launch, meaning its first advertising impressions. Case-study results do not promise the same timing for every campaign.

For the performance guarantee, this means a completed response meeting all client-approved qualification criteria in the version valid at campaign launch. Test responses, duplicates and spam identified under the specified rules do not count. This is not a guarantee of hiring. Articles 1.5 and 8 of the terms contain the exact definitions and exceptions.

We monitor performance and optimise the campaign within the approved brief. Qualification criteria remain unchanged during the guarantee period; changes to the brief and their impact are agreed with the client in advance. Subject to article 8 of the terms, PERFORMANCE includes a guarantee: if no qualified response is generated within 14 calendar days of launch, we refund the service price paid for that role and the media budget actually spent during the guarantee period. For SCALE, the guarantee must be expressly agreed. The conditions, exceptions and deadlines in the terms apply.

Evolving does not depend on a single location or a local candidate database. We set campaigns up by region, commuting distance, type of role and candidate availability in that market. It most often makes sense for technical, service, production, warehouse, operations and operational roles, the positions where companies frequently run into low response rates from job boards. We primarily work on hiring in Czechia and Slovakia, and on selected roles for foreign markets too.

The role brief and a picture of the ideal candidate, the basic conditions including a salary range, an HR contact person, and approval of the creative and copy. Plus the access needed to launch the campaign. We handle the rest: content, page, funnel, scoring and campaign management. The most important thing afterwards is the capacity to respond quickly to the candidates we hand over.

We bring candidates in, pre-qualify them and hand them over in a clear panel. The follow-up communication and interview scheduling is on the company. That is exactly why responding fast matters. With good candidates it comes down to days, sometimes hours.

For most roles we recommend stating at least a realistic range. Candidates today evaluate very quickly whether it is worth responding. The more specific the conditions we can communicate, the better the quality of responses tends to be.

Yes. The same or a very similar role can normally be reactivated within 12 months after the previous campaign ends, using the existing outputs and setup. Reactivation collects new responses; it does not contact applicants from the previous campaign. It is billed separately and has no performance guarantee unless expressly agreed otherwise in the order. Article 9 of the terms sets out the details.

We start with a short intro call where we go through your role, the target candidate, the requirements and the expected outcome. If the cooperation makes sense for both sides, we confirm the brief, start onboarding and build the hiring system: content, funnel, scoring, panel and campaign. Once the outputs are approved, we launch. Write to us at info@evolving.cz or book a call slot directly.