Recruitment services built on legal certainty, not just speed

Standard roles (mid-level fintech, IT, engineering, product management): 1–2 weeks from brief to shortlist. Specialized or niche roles (AI researchers, domain experts, rare skill combinations): up to one month because the candidate pool is smaller and we are being selective. We give you a realistic timeline upfront based on your specific role, not an optimistic one.

No. We do not validate every candidate we source, that would be wasteful. You choose the candidate you want. Then our legal team does a full check: visa category for international hires, non-compete review, existing employment agreements that might restrict them. This takes days, not weeks, and it happens in parallel with your offer process. It actually speeds things up because you do not get surprises after they have accepted.

Yes. This is where our approach differs most from transactional recruiting. For director-level, C-suite, and board positions, we headhunt. We know candidates, we know the market, we know who is good and who is available. These roles do not get filled by posting a job, they get filled by relationships and strategic outreach.

We identify the correct visa category upfront. For EU nationals in your country of hire, typically straightforward. For non-EU hires, we assess visa category (HQP, D1, Skilled Worker, Digital Nomad, or region-specific), flag timelines and costs, and ensure your offer matches what the visa allows. Our legal team manages the paperwork if the hire needs visa sponsorship.

We review it upfront. Some non-competes are enforceable; some are not (depending on geography, industry, duration, and legal jurisdiction). If there is friction, we flag it before you make an offer so you can decide how to navigate it - renegotiate with the previous employer, wait out the non-compete period, or move to another candidate. No surprises.

Yes. That is where our sourcing depth and network matter most. We have placed niche specialists across various sectors. It takes longer than posting a standard role, sometimes weeks, but we find the person. We are honest about timelines instead of promising speed we cannot deliver.

If the candidate leaves or you determine they are a poor fit within 60 days of starting, we source and present a replacement candidate at no charge. You have already paid the 10% fee on the first hire; the replacement is our confidence in the original hire. If it happens more than once, it usually signals either a misalignment on what the role needs or something in your company environment - we will discuss that with you.

Both. We source active candidates from the job market, but a lot of good talent is not actively looking. We headhunt passive candidates, people happy in their current roles but open to the right opportunity. Passive sourcing often takes longer but surfaces better talent.

We use a combination of our proprietary sourcing tools, direct network outreach, and headhunting relationships built over years across our markets. For niche roles, it is mostly headhunting and direct outreach. For standard roles, we combine active sourcing with network recommendations. We do not rely on a single approach.

10% of the candidate's annual gross salary, paid 15 days after they start working. One-time payment. If the hire does not work out in the first two months, you do not pay for the replacement - we source them free because you already invested in the first hire.

For recruitment services, we focus on the five European markets: Spain, Germany, Portugal, Poland, Italy. For executive/C-level search, we can source globally depending on the role. We also have specialized recruitment operations in the GCC region and the USA under separate entities - ask if you need placement outside Europe.

Iberia Workforce is part of Connect Group. We operate recruitment services through our in-house teams of headhunters, sourcers, and employment lawyers across Europe. We do not outsource sourcing to local partners, the same team finding your candidate is the same team validating their legal ability to join. We carry the responsibility for the quality and fit of every hire.