Consulting services for enterprises

Recognising needs

The process begins with an in-depth discussion about the position to be filled.

Together, we define the technical requirements, areas of responsibility
, and personal qualities that are critical to success.
This results in a concrete competency and requirements profile,
which forms the basis for the entire search.

After all, what matters isn’t just what a candidate has done so far—
—but whether they’re a good fit for the new role and your company.

Finding the Right People

Thanks to my many years of experience in the dental industry, I have built up a broad
network of specialists and executives. For every search conducted through
, this network is supplemented by a systematic direct search.

This allows me to reach both candidates who are actively looking for jobs and individuals
who are often out of reach for traditional job postings.

My presence on LinkedIn provides additional reach:
JÖRG SCHEFFLER CONSULTING now has 7,740 followers –
an exceptionally high number among specialized recruitment consultants in the
medical field and a clear indication of the significant interest
candidates have in my network.

A Personal Approach on an Equal Footing

Highly sought-after specialists and executives rarely change jobs based on a
standardized recruitment message.

A successful pitch must therefore demonstrate why a position may be appealing from a professional,
personal, and long-term perspective.

Drawing on my own management experience, I can provide a well-informed understanding of the responsibilities, opportunities, and
challenges of a position, answer critical questions
, and put myself in the shoes of the candidates being considered
.

My approach is based on personal communication and long-term relationships.
Whenever possible—
—I conduct interviews with candidates in the final selection round in person.

Bringing Together Expertise and Personality

Education and career history are important criteria.
However, they are not enough to ensure long-term success in staffing.

It is also crucial whether past successes can be applied to the new environment
and whether the candidate’s personality, motivation, and work style are a good fit for the position and the
corporate culture.

That is why I specifically align my professional skills and personal strengths with the requirements of the position using
.

Upon request, a supplementary PI (Predictive Index) potential analysis can be conducted by
, a specially trained PI analyst.
This analysis provides additional insights into a candidate’s underlying motivations and
behavioral preferences.

Leading negotiations to success

Even after selecting the candidate of my choice, my work isn’t over.

Especially during the contract negotiation phase, differing expectations,
uncertainties, or the personal consequences of changing jobs
can play an important role.

As a consultant, I understand both sides and can facilitate the connection between companies and
candidates, clarify expectations, and help
resolve potential obstacles early on.

The goal: an agreement that works for both sides in the long term.