A job ad contains only 10% of the information you need to fill a role successfully. The HIHB workshop surfaces the other 90% in a 2-hour session — pulling from your information & the people who hold the unspoken expectations. Methodical, structured, drawing on insights from 200+ workshops.
When standard job ads, stakeholder consensus or comparable benchmarks fail, the HIHB workshop takes over the definition work.
What's in the job ad — title, tasks, requirements — is visible and replaceable. What's not in the ad — stakeholder expectations, cultural fit, veto power, unwritten success criteria — drives 90 % of the hiring outcome. HIHB surfaces the invisible 90 % in a structured way.
When the CEO, hiring manager and HR each carry their own briefing, stakeholder conflicts surface late — usually around candidate three. HIHB establishes alignment before the first candidate is interviewed. The workshop forces participants to set shared priorities instead of running parallel wish-lists.
For a role with no comparable profile in your company, you know what the position should achieve — but not how it should look to deliver it. HIHB translates strategic goals into concrete requirements. By the end of the workshop you know: who you're looking for, how to qualify them, why you'll choose one over another.
Five steps we walk through with you and the key stakeholders. No templates, no slide-show — a facilitated process that sharpens your role.
Surface the silent expectations of the role: wall, bridge or invitation?
Show moreShow lessThe current situation has formed over time, shaped by implicit changes — and it carries enormous weight. Which unspoken expectations of the role have quietly evolved over the months?
Picture the current situation as an image: is it a wall to climb, a long/short bridge, or an invitation? Use that image to think through consequences.
What impact does the role have on the current situation? Use impact scoring to map the strategic effect of a missing or poor hire vs. an ideally filled position — worst & best case.
Distribute 100 % priority, time and leverage across task groups — gaps become visible.
Show moreShow less(1) Analyse how the organisation supports the execution of tasks. Are there dependencies — and what can you do with them (add to on-/flow-boarding, change the organisation, add to worst case…)?
(2) Distribute:
(3) Check for:
Respond dynamically to talents with high potential but missing must-haves.
Show moreShow less(1) Calibrate job criteria so that non-negotiable must-haves are balanced against potential-based factors:
(2) Align hiring goals, candidate expectations and business needs.
Extension idea (flexibility module):
Align from persona-briefing to onboarding — the entire recruiting end-to-end.
Show moreShow lessThe process captures the end-to-end alignment between strategic hiring goals, impacts and reviewed requirements — to align the recruiting process:
Make the WHY of the role clear at department, company and market level.
Show moreShow less(1) Make sure all stakeholders share a common, precise understanding of the persona and the „why" behind hiring decisions.
Watch out for:
(2) Think about the WHY of the role in relation to strategic company goals:
Output: A complete, operationally implementable recruiting strategy.
Directly applicable in your process.
„I don't know the role, but I have to fill it.“
„Three stakeholders, three briefings, one vacancy.“
„Requirements shift every week — we're burning candidates.“
„First key role in my career — I can't mess this up.“
„The next hire has to do everything — but WHO am I actually looking for?“
Four examples from 200+ workshops — each one a briefing that couldn't have been written as a standard job ad, and the outcome after the HIHB workshop.
BCG Digital Ventures wanted to fill three strategic roles for which no comparable internal profiles existed. The combination of consulting DNA, venture speed and technical depth wasn't standard in the market.
All 3 roles filled; BCG DV scales growth + culture.
AGCO / FENDT was hiring a Head of Global Marketing Automation — in an industrial corporation where digital marketing was structurally under-represented at the time. No comparable internal profile, no network in the digital space.
Filled in 3 months; Salesforce Automation rolled out internally.
PAYBACK (American Express) needed a Director of Programmatic Advertising. The MD, the CMO and the VP HR each had a different idea of what the role should actually own.
Stakeholder alignment established; role anchored as a data-driven growth driver.
Bauer Media had acquired five online portals. The central steering role was blocked by the steering committee — nobody wanted to hand over responsibility, nobody could define the profile.
Candidate placed as strategic steering authority; decision within 2 weeks.
A selection of our clients
The High-Impact Hiring Blueprint helps us understand who we're really looking for, the situation we're in, and the challenges the vacancy brings with it. The method significantly raises the quality of our briefings — and as a consequence makes the recruiting process noticeably more efficient and targeted. (Translated from the German original.)
With their proprietary briefing method we jointly define the profiles we're looking for, and we go deep. We entrust HireWorks with our leadership roles across Product, Digital Advertising and Sales. (Translated from the German original.)
With the High-Impact Hiring Blueprint developed by HireWorks, we were able to define the position so that it matches our expectations and philosophy. This kind of upfront work is indispensable — only this way can we reflect with confidence and communicate clearly who exactly we're looking for. We wouldn't recruit without this briefing method anymore. (Translated from the German original.)
We know how much trust a 2-hour slot with your stakeholders costs. If it becomes clear that the HIHB workshop isn't right for your hiring problem, you stop — and no costs are incurred. No fine print, no application.
Book a fit-call — you decide afterwards.In 200+ workshops, 0 clients have invoked this guarantee.
Awarded asFrom a 2-hour clarity workshop to a complete executive-search engagement. Every package includes the guarantee from the previous block.
Clarity first. The 2-hour workshop for hiring managers who recruit themselves or brief their recruiting team.
net, plus 19 % VAT.
For teams that want to walk out of the workshop with finished materials and start recruiting immediately.
net, plus 19 % VAT.
End-to-end: from briefing to placement. Includes the full recruiting toolkit and active placement as an executive search engagement.
€ 1,990 setup net, plus 19 % VAT, plus 25 % of first-year total compensation¹ — success-based on successful placement.
¹incl. variable components based on 100 % target achievement.
Three numbers from your reality — we calculate the damage a mis-hire on a key role costs you. Conservative, no strategic follow-on costs included.
We send you the calculation as PDF plus a fitting workshop offer. No newsletter, no tracking.
Best-practice methods for your recruiting — for hiring managers and HR teams: from the 5C briefing to onboarding. Direct results.
By clicking „Request the free PDF“ you consent to us sending the PDF (HIHB Recruiting with System) to you by e-mail. Privacy policy.
A 15-min fit-call shows you whether the HIHB workshop is the right thing for your specific vacancy and how much value HIHB can deliver.