CompuJob Recruitment was established in 1987, certified by the government and has specialised in recruitment and selection for the ICT area and for high voltage grid operators/power utility industry. CompuJob adheres to the code of conduct of the OAWS (Dutch organisation of recruitment and selection agencies) and in its methods observes the greatest possible caution; data on candidates are only made available to the client after the express permission of the candidates has been obtained. Clients are expressly not permitted to reveal details of candidates to third parties or to give them the opportunity to see such details. The client’s name is only released if the candidate appears suitable and is interested in the job profile. CompuJob houses three consultants and researchers. The agency has substantial knowledge of its markets and a high-quality list of candidates / personnel comprising a large and detailed database of 40,000 people. Since 1987 our consultants have held interviews with more than 11,000 IT professionals, sales people, consultants and managers. They form the backbone of our ‘candidate file’ CompuJob works with a deliberately limited number of clients and regards each assignment as an individual project. Careful consideration is given to the client’s culture, market position and specific wishes. This enables the agency to immerse itself more effectively in an assignment, thereby substantially increasing the likelihood of success. CompuJob does not work on ‘No Cure, No Pay' .

In an intensive intake discussion, in which positioning, structure of the organisation and of course job profile and career opportunities are discussed, the foundation is laid for our executive-search approach. After this intensive orientation, CompuJob carries out the necessary sector analysis, mapping out the organisations in which the right candidates for the position concerned might be found. Based on this analysis direct searches are performed, combined with and supported by extensive cross-database searches. If desired, the vacancy can also be communicated on the Internet via our Website. The next step involves a personal approach to possible candidates. This results in a large number of interviews. On the basis of this approach, a selection of some three candidates is proposed. These are candidates who, CompuJob is convinced, are all motivated and can fill the vacancy successfully. After introduction of candidates, CompuJob will continue to perform a co-ordinating role and maintain contact with both client and candidates .

A selection of completed assignments

Business services

Organization and information partner - manager IT management consultancy - EDP auditors, international EDP auditor - manager software engineering, system designers - manager SAP Audit Centre - IT managers - manager European support centre - system/application/network managers, operators - statistical consultant, strategy consultant - international retail manager - senior consultant, banking and insurance - Windows project leader/designer, Windows/Visual C++ programmers - SAP/PeopleSoft consultants - system integration consultants

Banking/Insurance

senior manager office automation - manager infrastructure and system programming - O&I consultants, securities - quality assurance manager,quality assurance assistant - datacommunications specialist - programmers / system designers - project managers, information analysts manager system development , AS/400 developers - EDP auditor - Oracle DBA, data/model manager - Windows NT Infrastructure specialists

CompuJob adheres to the code of conduct of the OAWS (Dutch organisation of recruitment and selection agencies) and in its methods observes the greatest possible caution; data on candidates are only made available to the client after the express permission of the candidates has been obtained. Clients are expressly not permitted to reveal details of candidates to third parties or to give them the opportunity to see such details. The client’s name is only released if the candidate appears suitable and is interested in the job profile.
CompuJob Recruitment is convinced of the quality of its approach and its candidates. This is reflected in the substantial level of customer loyalty and a very high percentage of assignments successfully completed: the best guarantees we can give.
However, if a candidate should leave the customer’s organisation within the legal trial period, in cases where the executive search procedure has been used, CompuJob will look for a replacement without further charge. This guarantee does not apply if the reason for departure is entirely attributable to the organisation: for example in the case of take-over, general staff reductions or reorganisation. CompuJob will of course not recruit among its client’s personnel and will refrain from doing so until two years after termination of the relationship. .

Fee structure

The CompuJob fee structure is determined by the level (function circumscription) and salary of the position. The amount of the fee is always agreed in advance and fixed, but is at least Euro 15,000 and maximized at Euro 50,000. CompuJob begins its search and approaches to candidates after receipt of an advance of one thirth of the agreed fee. On introduction of candidates a second advance of one thirth is invoiced. The remainder of the fee is invoiced after placement of a candidate. It is not relevant in this context whether this occurs in the same year as commissioning of the assignment. If, within the original assignment to fill one vacancy, several candidates are appointed, their number multiplies accordingly. If an assignment comprises several vacancies for similar functions, the advance-fee structure applies to each vacancy individually. Once the first vacancy has been filled, the procedure restarts and the advance fee structure applies to the next (and any subsequent) vacancy or vacancies


 

Tjeerd Dorlandt Managing Partner

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