Specialist search
Direct search for engineers, technicians, certified welders and managers. We map the market, contact the people who are doing that job today for another employer, verify their competence and present 3–5 candidates with a recommendation. We search in North Macedonia and abroad – with legalisation and relocation included.
- Shortlist within 10–20 working days
- Verification of certificates, references and language
- Success fee model and a placement guarantee
- Candidates from North Macedonia and from outside the EU
- Method
- Direct search and headhunting
- Shortlist
- 3–5 candidates
- Time to fill
- 4–8 weeks in North Macedonia
- Fee
- Success fee
- Guarantee
- Repeated search
What specialist search is
Specialist search, or direct search, is recruitment run from the market side rather than from the advert side. We do not wait for active job seekers – we identify people with the right competence where they work today and put a specific proposal in front of them.
We reach out, we don't wait
Instead of publishing an advert and hoping for replies, we build a list of people who are doing this job today for another employer – and contact them directly.
The passive candidate
The best specialists do not browse job boards. They respond to a specific, well-prepared proposal: the role, the team, the technology, the terms and the outlook.
A recommendation, not a CV pile
You receive 3–5 candidates with reasoning and a market map. Your part is the final interviews and the decision.
Who this service is for
Manufacturing and industrial plants
Maintenance, automation, process engineers and shift leaders – roles where a regional advert generates no response at all.
Construction and installation companies
Site managers, foremen, welders with current certificates and licences – often tied to one specific contract and deadline.
Companies entering a new market
A new hall, a new line or a new location – you need the first management team and technical core before production starts.
Employers after a failed recruitment
Adverts do not work, the previous agency did not deliver and the role has been open for months. We start by diagnosing the profile against market reality.
Positions we fill
We focus on technical and management roles in industry, construction and logistics – where competence can be verified with a document, a work sample and a reference.
Engineering staff
- Process engineer and technologist
- Maintenance engineer
- Automation / PLC programmer
- Design engineer
- Quality engineer
Technical specialists
- Certified MIG/MAG/TIG welder
- CNC operator and programmer
- Licensed electrician
- Machine and equipment mechanic
- Tool fitter
Management
- Production manager
- Shift leader and foreman
- Site manager
- Warehouse and logistics manager
- Maintenance team leader
Support roles
- Quality specialist
- Health and safety specialist
- Production planner
- Purchasing specialist
- Transport coordinator
How we find candidates
Market mapping
We start with a list of companies and teams employing the profile you need. The result is a map: who, where, in which technology and at what salary level.
Direct search
Direct contact with selected people – call, message, conversation. We present the role substantively, not with advert clichés.
Headhunting critical roles
For management positions and unique competences we run the process confidentially, one contact at a time, with a full report from every approach.
Referral network
We use the network of candidates we have placed before. A referral from a trusted specialist opens conversations no advert ever will.
Our own teams abroad
When the North Macedonian market does not respond, we activate recruiters and partners in Asia, Africa and South America – with on-site verification of certificates.
Project recruitment
Several positions at once are run as one project: a shared brief, a shared schedule and a weekly candidate status report.
What the service covers
Brief and role profile
A workshop with the decision maker and the line manager: tasks, technologies, real must-haves versus nice-to-haves, salary range and career path.
Research and market map
We build a long list of matching candidates plus a report on competence availability and salary levels in the region.
Approach and selection
We run the conversations and verify experience, motivation and expectations. Candidates who do not fit never reach you.
Shortlist with a report
3–5 candidates, each with a profile: competences, certificates, language, salary, availability, our recommendation and our reservations.
Interview coordination
We book the meetings, prepare the candidate for the technical interview and collect feedback from both sides.
Offer and onboarding
We support the negotiation, track the notice period and stay in touch with the candidate through their first weeks on the job.
The project step by step
Brief and contract
We agree the profile, salary range, deadlines and fee model. You get one project owner and one contact channel.
Research and long list
We map the market and build a list of matching candidates – from North Macedonia and from international directions.
Direct approach
We reach the selected people, present the role and test their genuine readiness to change jobs.
Selection and verification
Competency interviews, verification of certificates at source, references, a language test and, where needed, a practical task.
Shortlist and interviews
We hand over 3–5 recommended candidates and arrange the meetings with your team.
Offer and decision
We support the negotiation, confirm acceptance of the terms and set the start date around the notice period.
Start and guarantee care
For non-EU candidates we handle legalisation and relocation, and after the start we stay in contact with both sides under the guarantee.
How we verify candidates
We only recommend people we have checked in a way you could reproduce. Every element of the verification lands in the candidate report.
Competency interview
Run by a recruiter who knows the industry. The conversation covers specific machines, technologies and situations – not the general claims in a CV.
Certificate verification
Welding certificates, electrical licences, equipment permits, driving licences and diplomas – we check validity and scope in the source document.
Supervisor references
We contact the candidate's previous supervisors and ask about quality of work, autonomy and the reason for leaving.
Language level
We test English or Macedonian in conversation and describe the result in terms a shift leader can use, not only a CEFR label.
Practical task
For technical roles we agree a short task or work sample with your team – one that genuinely differentiates candidates.
Motivation and stability
We review the employment history and reasons for each move. A candidate who changes jobs every six months gets a separate conversation.
How long it takes and what we measure
To the first candidate shortlist after the brief
Typical time to fill a role on the North Macedonian market
Recommended candidates per position
For candidates from outside the European Union the schedule also includes work and residence legalisation and relocation – in practice 8–14 weeks from candidate acceptance to the first day on site. Deadlines are stated in the contract and progress is reported weekly.
Fees and guarantee
Success fee
You pay after the candidate is hired – a percentage of the gross annual salary or a fixed amount agreed before we start. No hire means no invoice.
Mixed model
For niche competences and confidential searches we apply a small research retainer, later credited against the final fee.
Multi-role project
Several vacancies at once are priced as a package, with one schedule and one account manager on our side.
Placement guarantee
If the candidate leaves within the agreed period for reasons on their side, we repeat the search at no additional fee.
Specialists from outside the EU
When to look abroad
When the local market does not respond, salary expectations grow faster than the budget, and the vacancy is blocking a line launch or a contract.
On-site verification
Our recruiters check documents, certificates and experience in the candidate's home country – before we present anyone to you.
Work legalisation
We handle single permits for residence and work. For highly qualified roles we assess equivalent high-skill routes.
Relocation and onboarding
Tickets, airport pickup, accommodation, registration, a bank account and the first days on site – so the specialist walks into a job, not into chaos.
Where we source specialists from
The Philippines
Maintenance technicians and operators experienced in shift work.
India
Engineering staff, welders and machine operators with documented certificates.
Nepal
Stable technical staff with low turnover who work well in teams.
Bangladesh
Light industry, warehousing and processing – candidates verified on site.
Sri Lanka
NVQ certificates, construction, welding and production.
Indonesia
Production, HoReCa and logistics – candidates with confirmed qualifications.
Why specialist searches fail
An unfillable profile
A must-have list that grows to a dozen points closes the market. At kick-off we split requirements into critical and learnable.
A below-market range
If candidate expectations exceed the budget, we say so in the first week – with data, not opinion.
A slow decision process
A good specialist has other offers within two weeks. We agree maximum feedback deadlines after each interview upfront.
Offer versus reality gap
A different scope or shift pattern than discussed is the most common reason for leaving in the first quarter. We verify the job description before we start.
Photos from specialist recruitment
Interviews with candidates held on the ground, in the country of origin.
Frequently asked questions about specialist search
How is specialist search different from standard recruitment?
Classic recruitment publishes an advert and waits for candidates who are actively looking for a job. Specialist search (direct search) means we reach out ourselves to specific people who are doing that exact job today for another employer – in North Macedonia and abroad – and present your offer to them. That gives you access to passive candidates who would never answer a job advert.
Which positions do you fill with this service?
Engineering and technical staff (process engineers, maintenance, automation, design engineers), certified production specialists (certified welders, CNC operators, licensed electricians), mid-level management (shift leaders, foremen, warehouse and site managers) and support roles: quality, health and safety, logistics, purchasing.
How long does a specialist search take?
We usually present the first shortlist of verified candidates within 10–20 working days of signing the contract and taking the brief. The full process – from kick-off to a signed contract with the candidate – most often takes 4–8 weeks for the North Macedonian market and 8–14 weeks for non-EU candidates, where legalisation and relocation are added.
Do you search only abroad, or in North Macedonia as well?
We run both tracks. We first test the local market and candidates already living in North Macedonia – that is the fastest route. If the market does not respond or salary expectations are unrealistic, we activate international directions where we have our own recruitment teams.
How do you verify a candidate's competence?
As standard: a competency interview run by a recruiter who knows the industry, verification of documents and certificates at source, references from previous supervisors, a language test (English or Macedonian) and – where relevant – a practical task or work sample agreed with your technical team.
How much does specialist search cost?
We work on a success fee basis – payable after the candidate is hired, calculated as a percentage of their gross annual salary or as a fixed amount agreed upfront. For difficult, niche roles we use a mixed model with a small retainer covering the research. All terms are agreed in writing before we start.
What if the candidate leaves after a few weeks?
Every placement is covered by a guarantee. If the candidate resigns or is dismissed for reasons on their side within the agreed period, we repeat the search at no additional fee. The scope and length of the guarantee are stated in the contract.
Do you run confidential searches?
Yes. If the position is still occupied or the project is confidential, we run the process without disclosing your company name until you decide otherwise. Candidates then learn the industry, scale and location, but not the employer.
Do you handle work legalisation for a non-EU specialist?
Yes, it is the natural extension of this service. We handle single permits for residence and work, and for highly qualified roles we assess equivalent high-skill routes. You can order research alone or the full package with legalisation and relocation.
How many candidates do I get on the shortlist?
Usually 3–5 people. Each with a short report: experience mapped against your requirements, confirmed certificates, language level, salary expectations, availability and motivation to change jobs. We do not bury you in CVs – we present candidates we recommend ourselves.
What do I get if the search does not end in a hire?
A market report: how many candidates match the profile, what their realistic salary expectations are, what discourages them from moving and which requirement narrows the pool the most. It is the material you need to consciously adjust the range, scope or location.
How does it work with several vacancies at once?
For multiple positions we run one project with a dedicated account manager, a shared schedule and a weekly status report. We agree the filling order with you, starting with roles that block the others – usually management ones.
Tell us who you need – we'll test the market.
We reply within 48 hours with an assessment of how realistic the profile is, regional salary levels and a timeline to the shortlist – with no obligation.