Experts in hiring the right people

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Talfi - Your HR Solutions PartnerTalfi - Your HR Solutions Partner

We specialise in executive & direct search

We support European companies in finding top talents that not only have the right skills and experience, but are also a perfect cultural fit for their organisation. Using our expert knowledge and cutting-edge technologies, we make sure our clients get the best candidates for the job. Our comprehensive approach to talent acquisition ensures that our clients get the best value for their investment in the long run.

Talfi - Your HR Solutions Partner

Our specialisations

Our experienced consultants specialise in the successful implementation of projects in the below business areas:


Financial Markets



Become a partner and get additional benefits

Without partnership

Recommended if your organisation have 1 to 3 recruitments per year

Highest quality of services

9 months guarantee

No monthly cost

17% Success fee

With partnership

Recomended if your organization have more then 4 recruitments per year

Highest quality of services

9 months guarantee

800€ per month

13% Success fee


We believe in operating with transparency and integrity. We strive to be clear and consistent in our rules and regulations, while also remaining flexible and accommodating to the needs of our business partners.



The standard fee for a successfully completed project is two months' worth of remuneration for the employed candidate.



Our projects come with a 9-month guarantee. If the employed candidate resigns or is dismissed within 9 months of starting the job, we will carry out the recruitment process again, free of charge.


Payment system

We offer two types of payment. Companies that require individual recruitment processes can cooperate with us on a project basis. Alternatively, organisations with larger needs can take advantage of our partner program.


Candidates report

Our clients receive comprehensive reports on all candidates involved in the recruitment process. Upon request, we also offer psychometric and language tests, as well as an assessment center - providing a thorough understanding of each candidate's suitability for the role.

Our blog

Discover more about the world of recruitment and HR, and find out which trends you can leverage to enhance your business operations! Read, get inspired, and take action!

Navigating the IT talent hunt: Overcoming challenges in hiring IT specialists

From a shortage of skilled professionals to fierce competition in the tech industry, companies often encounter various hurdles when trying to hire IT specialists. In this extended article, we delve deeper into the issues faced by companies and explore potential solutions to attract and retain the best IT professionals.

Skills Shortage

The demand for IT specialists consistently surpasses the available talent pool. Companies seeking specific expertise, such as data science, cyber-security, artificial intelligence, or blockchain, may find it even more challenging to find candidates with the precise skill sets required. As technology advances rapidly, the demand for emerging skills surpasses the rate at which the workforce acquires them.

Solution: To tackle the skills shortage, companies can invest in workforce development programs, partner with recruitment agencies, educational institutions to align their curricula with industry needs, and offer internships or apprenticeships to nurture upcoming talent. Additionally, embracing a culture of continuous learning and upskilling can help existing employees grow into more specialised IT roles.

Fierce Competition

The tech industry is known for its fierce competition, with numerous companies vying for the same pool of highly skilled IT professionals. In this competitive landscape, candidates often have multiple job offers or opportunities to choose from, putting companies at risk of losing their preferred candidates.

Solution: Companies can stand out by emphasising their unique selling points, such as innovative projects, opportunities for career growth, work-life balance, and inclusive company culture. Investing in employer branding efforts can help showcase the company's values, achievements, and employee testimonials, making it an attractive destination for top talent.

Rapidly Evolving Technologies

The technology landscape is in a constant state of flux. New programming languages, frameworks, and tools emerge regularly, making it essential for IT professionals to stay up-to-date with the latest trends. Finding candidates with current and relevant skills can be a persistent challenge.

Solution: Employers should place emphasis on a candidate's ability to adapt and learn rather than just focusing on specific technical knowledge. Promoting a learning culture within the organisation and providing employees with access to training resources and professional development opportunities can help keep their skills sharp.

Salary and Compensation

Competitive salaries and benefits play a pivotal role in attracting and retaining top IT talent. Startups and smaller companies might struggle to compete with larger corporations that can offer more substantial compensation packages.

Solution: While it may not always be possible to match the compensation packages offered by big tech companies, smaller organisations can emphasise other non-monetary benefits like flexible work arrangements, remote work options, additional vacation days, or stock options. Tailoring the compensation package to suit the candidate's preferences can make a difference.

Cultural Fit

Hiring an IT specialist who not only possesses the required technical skills but also aligns with the company's values and culture is critical. A good cultural fit fosters teamwork, communication, and productivity.

Solution: Incorporate behavioural and cultural fit assessments into the interview process. Encourage open communication and collaboration between HR, hiring managers, and existing team members to ensure a cohesive work environment where new hires can thrive.

Time Constraints

The hiring process can be time-consuming, particularly when technical evaluations, multiple rounds of interviews, and background checks are involved. A protracted hiring process might lead to losing potential candidates to more agile competitors.

Solution: Striking a balance between a thorough evaluation of candidates and an efficient hiring process is key. Consider leveraging pre-employment assessments, coding challenges, or technical tests early in the process to identify the most suitable candidates quickly. If you are unable to do so, there is a possibility of asking recruitment agency to do so.

Recruitment Process Optimisation

Streamlining the recruitment process is essential for a positive candidate experience. Cumbersome and confusing procedures can deter top candidates from pursuing opportunities with the company.

Solution: Regularly assess and optimise the hiring process based on feedback from both candidates and internal stakeholders. Invest in applicant tracking systems (ATS) to automate certain aspects of the process, making it more organised and streamlined.

Visa and Immigration Issues

Hiring international IT specialists might involve navigating complex visa and immigration processes, adding a layer of complexity to the recruitment process.

Solution: Establish a clear and well-documented process for managing visa and immigration matters. Consider partnering with immigration experts to ensure compliance and support candidates throughout the visa application process.

Remote Work Considerations

With the rise of remote work and a global talent pool, companies may encounter challenges in managing remote IT specialists, dealing with different time zones, and maintaining team cohesion.

Solution: Embrace remote work policies that accommodate different time zones, and leverage collaboration tools to facilitate seamless communication and project management across distributed teams.

Lack of Industry Awareness

Companies that are not well-known in the tech industry might face difficulties in attracting top talent. IT professionals often gravitate towards established and reputable tech companies.

Solution: Focus on enhancing the company's reputation through positive employee reviews, participation in tech conferences, and contributing to open-source projects. Engage actively on social media and industry forums to increase the company's visibility in the tech community.


Hiring IT specialists requires a strategic and adaptive approach, considering the unique challenges that the tech industry presents. Companies must continuously assess and refine their recruitment strategies, employer branding efforts, and employee retention initiatives to stay competitive in the talent market. By prioritising professional development, fostering a diverse and inclusive work culture, and offering compelling compensation packages, companies can create an environment where IT specialists thrive and contribute to the organisation's long-term success. Remember, attracting and retaining top IT talent is not just a one-time effort but an ongoing journey towards building a skilled and motivated workforce that can navigate the challenges of the ever-evolving tech landscape.

If you feel it's far too difficult and you want to spend your time on different aspects of business, find yourself a reliable recruitment agency that will help you secure top talents for all the roles you might have opened!

Human resources
Fostering success through generation management: Building strong intergenerational teams

In today's rapidly evolving business landscape,organisations are witnessing a diverse mix of generations in the workforce, each with its unique strengths, perspectives, and communication styles. Baby Boomers, Generation X, Millennials, and Generation Z all bring valuable contributions to the table. The challenge lies in effectively harnessing the potential of these distinct generational cohorts to build strong inter-generational teams that drive innovation and success.

Understanding the generations

Baby Boomers (born 1946-1964) - often characterised as hardworking and dedicated, Baby Boomers bring decades of experience and institutional knowledge to the workplace. They value face-to-face communication and tend to be loyal to their employers.

Generation X (born 1965-1980) - Generation X members are known for their independence and adaptability. They grew up during times of economic uncertainty and are comfortable with technology adoption.They appreciate a healthy work-life balance.

Millennials (born 1981-1996) - Millennials are digital natives who are highly skilled in technology. They seek meaningful work, value collaboration, and are drawn to companies that align with their personal values. They are also known for their desire for continuous feedback.

Generation Z (born 1997-2012) - the youngest generation in the workforce, Gen Z is characterised by its comfort with technology, entrepreneurial spirit, and preference for individuality. They are often seen as innovative problem solvers.

Harnessing the Power of Diversity

In a world that thrives on diversity and inclusion, harnessing the power of inter generational teams has emerged as strategic imperative for organisations seeking to thrive in dynamic and competitive environments. The convergence of various generational cohorts within a single workforce presents both challenges and unprecedented opportunities. By effectively managing and leveraging this diversity,organisations can unlock new levels of creativity, innovation, and adaptability that propel them toward success.

Inter generational teams serve as a melting pot of perspectives, experiences, and cognitive approaches. The unique life journeys and historical contexts that shape each generation's worldview provides wellspring of diverse ideas. When these ideas intersect, innovation flourishes. The pragmatic insights of Baby Boomers combine with the-tech-savviness of Gen Z, and the collaborative ethos of Millennials intersects with the resourcefulness of Generation X. This dynamic interplay encourages outside-the-box thinking and challenges traditional norms, fostering a culture of creativity that fuels trans formative breakthroughs.

One of the most remarkable aspects interdenominational teams is the fusion of wisdom and youthful exuberance. Baby Boomers and Generation X employees offer years of industry experience,historical context, and an institutional memory that can guide strategic decisions. Their ability to foresee potential pitfalls and identify long-term implications is invaluable. On the other hand, Millennials and Gen Z bring fresh perspectives, technological expertise, and a natural affinity for adaptation. Their ability to see untapped possibilities and navigate complex digital landscapes often results in innovative solutions that might not have been considered otherwise.

Inter generational teams foster a reciprocal learning environment where each generation has the opportunity to both teach and learn. Baby Boomers and Generation X members can share their knowledge,skills, and life lessons with younger colleagues, imparting crucial insights that textbooks and formal education often lack. Simultaneously, Millennials and Gen Z can introduce novel tools, technologies, and contemporary paradigms that challenge traditional modes of operation. This cross-pollination of ideas not only enriches individuals but also nurtures a collective intelligence that is far more potent than the sum of its parts.

Managing inter generational teams is not without its challenges. Stereotypes and misunderstandings can lead to communication barriers and conflict. However, by fostering a culture of inclusivity, organisations can neutralise these challenges and capitalise on generational diversity. Encouraging open dialogue and embracing differing viewpoints promote understanding and empathy, breaking down generational silos. When employees feel valued and understood, regardless of their age, they are more likely to collaborate effectively and contribute their best to the team's success.

In a world characterised by rapid technological advancements and evolving business landscapes, organisations that can seamlessly blend the strengths of different generations are better positioned to thrive. Inter generational teams enable organisations to build upon the legacy of the past while embracing the opportunities of the future. They fosters culture of continuous learning, collaboration, and resilience that not only enhances organisational performance but also creates an environment where employees are motivated to contribute their best.

Inter generational teams exemplify the essence of diversity and inclusion by uniting people from different walks of life,generations, and backgrounds. By tapping into the collective wisdom, fresh perspectives, and diverse skill sets of each generation, organisations can build a resilient workforce that thrives on innovation, adaptability, and mutual respect. As businesses navigate the complexities of a fast-changing world, embracing and effectively managing generational diversity is not just strategic move – it's an imperative for success in the present and the future.

Key strategies for generation management

Creating communication bridge to recognise that different generations have distinct communication styles. Implementing mentorship programs can facilitate knowledge transfer from seasoned employees to younger ones, bridging the gap and encouraging open communication.

Flexibility and inclusion for a flexible work environment that accommodates different working preferences. Some Gen X and Baby Boomer employees might prefer in-office work, while Millennials and Gen Z may appreciate remote or hybrid options. Promote inclusion by acknowledging the value each generation brings to the team.

Skill-based assignments, so tasks based on individual strengths rather than generational stereotypes. Allow employees to contribute their expertise in ways that align with their capabilities,regardless of their age.

Continuous learning to create opportunities for ongoing learning and professional development. Millennials and Gen Z, in particular, thrive on acquiring new skills and staying updated with the latest trends.

Feedback and recognition by implementing regular feedback loops that cater to the preferences of different generations.While Millennials and Gen Z might appreciate frequent feedback, Baby Boomers and Gen X might prefer more formal performance reviews.

Benefits of inter generational teams

Inter generational teams, characterised by the collaboration of individuals from different age groups, offer a plethora of advantages that extend far beyond the surface level. As organisations increasingly recognise the value of diversity in all its forms, these teams stand out as a rich source of innovation, resilience, and growth. Let's delve deeper into the multifaceted benefits that inter-generational teams bring to the forefront.

The amalgamation of diverse life experience sand perspectives that inter generational teams offer creates a rich tapestry of view points when it comes to solving complex problems. The collective insight from Baby Boomers, who have witnessed historical shifts, is combined with the technological prowess of Gen Z, leading to holistic solutions that consider both tradition and innovation. The unique viewpoints of each generation ensure that problems are dissected from multiple angles, leading to comprehensive resolutions that factor in a broad spectrum of considerations.

Inter generational teams serve as hubs for the exchange of knowledge, skills, and wisdom across generations. Baby Boomers and Generation X members possess a wealth of experience that cannot be replicated,and these insights are often shared through mentorship and collaboration with younger generations. Conversely, Millennials and Gen Z contribute their up-to-date technological skills and fresh perspectives, creating a reciprocal learning environment where each generation benefits from the other's expertise.

The interplay of generations fosters an environment that inherently promotes innovation and adaptability. Millennials and Gen Z, who grew up in the digital age, bring an innate comfort with technology and a willingness to experiment with novel solutions. Meanwhile, Baby Boomers and Generation X individuals contribute their deep-rooted problem-solving abilities honed over decades of experience. This convergence results in a synergy that is highly responsive to the ever-changing business landscape, allowing organisations to pivot swiftly and effectively.

Embracing inter generational diversity communicates a strong commitment to inclusivity and equal opportunity, thereby enhancing employee engagement and satisfaction. When individuals from different generations feel valued and respected for their unique contributions, they are more likely to be motivated, dedicated, and enthusiastic about their work.This, in turn, leads to improved team dynamics, increased collaboration, and higher retention rates.

Organisations that actively interdenominational collaboration stand out as attractive employers for individuals from all age groups. Young professionals seeking mentorship and learning opportunities are drawn to organisations where they can learn from seasoned experts. Conversely, experienced professionals who appreciate innovation and fresh perspectives are more likely to join companies that demonstrate openness to change. This widens the talent pool and allows organisations to select the best candidates across generations.

Inter-generational teams are not just about immediate outcomes; they contribute to building a legacy of success. When older generations mentor younger ones, knowledge is passed down, and organisational wisdom is preserved. This contributes to long-term institutional memory and paves the way for a smoother transition when experienced employees retire. The continuous cycle of learning, knowledge transfer, and innovation fosters culture of excellence that extends beyond the present moment.

Inter generational teams are more than just buzzword in modern workplaces – they represent a fundamental shift in the way organisations approach diversity, collaboration, and growth.


In an era defined by rapid technological advancements, shifting demographics, and evolving workplace dynamics, the concept of inter generational collaboration emerges as a guiding light for organisations seeking sustained success. The journey we've embarked upon through the exploration of inter generational teams unveils a profound truth: diversity, when harnessed effectively, is a formidable catalyst for innovation,resilience, and progress.

The interplay of Baby Boomers, Generation X, Millennials, and Generation Z within the same workforce paints a vivid picture of the rich mosaic that constitutes our modern workplaces. It's a mosaic that'snot only diverse in terms of age but also diverse in thought, experience, and approach. By weaving together the collective wisdom of the past with the forward-looking energy of the future, organisations are poised to create an environment that thrives on change and embraces the unknown.

The benefits of inter-generational teams extend well beyond improved problem-solving and talent attraction. These teams have the power to reshape organisational culture, bridge gaps in communication, and lay the foundation for a legacy of excellence. They foster a sense of belonging and shared purpose that transcends generational boundaries, uniting individuals from all walks of life under a common goal. As the pace of change continues to accelerate, businesses must adapt and evolve at a similar speed. Inter-generational collaboration is not a mere strategy – it's a necessity. By capitalising on the strengths and perspectives of different generations, organisations can position themselves to not only survive but thrive in the face of uncertainty.

In the final analysis, the journey interdenominational collaboration is not about pitting one generation against another or attempting to homogenise differences. Instead, it's about recognising that diversity, whether in terms of age or any other dimension, is a wellspring of opportunity waiting to be tapped. It's about building bridges that connect generations, creating a fertile ground where ideas collide and innovation flourishes.

As organisations take their next steps, they should remember that inter generational collaboration is not a one-time initiative but an ongoing commitment. It requires open dialogue, active listening, and a genuine appreciation for the value each generation brings.It's about recognising that the future is not shaped by one generation alone –it's co-created by the collective efforts of all.

So, as we look ahead, let us embrace transformation potential of inter generational teams with enthusiasm and shared determination. Let us cultivate an environment where every voice is heard, every perspective is respected, and every contribution is valued. By doing so, we lay the groundwork for a future that is as diverse and dynamic as the generations that shape it – a future where innovation knows no bounds and success becomes a continuous journey of collaboration and growth.

Employer branding
The hidden costs of a bad hire and how to avoid them


Hiring the right talent is crucial for the success of any organisation. In this article, we will explore the various costs associated with a poor hiring decision and provide a step-by-step guide on how to avoid making one.

The costs of a bad hire

✔️ Financial costs. The most apparent cost is financial. It includes the expenses related to recruitment, on boarding,training, and salary paid to the employee. When a bad hire doesn't work out,these costs are essentially wasted.

✔️ Lost productivity. A bad hire can lead to decreased team productivity. This individual may struggle to complete tasks, causing delays in projects and potentially impacting the entire team's performance.

✔️ Team morale. The presence of an ill-fitting employee can lower team morale. Existing employees may become frustrated by the added workload or disruptions caused by the bad hire.

✔️ Customer impact. If the bad hire interacts with customers, it can lead to customer dissatisfaction and lost business. Customer trust can take a hit if they have negative experiences with an unqualified employee.

✔️ Reputation damage. A string of bad hires can tarnish your company's reputation. Word-of-mouth spreads, and potential candidates may become hesitant to apply for positions in your organization.

Steps to avoid bad hires

Step 1: Define clear job requirements. Start by clearly defining the job requirements, including skills, experience, and cultural fit. Ensure that the hiring team is aligned on these requirements and do not hide any skill in the job offer that might be required from a potential candidate.

Step 2: Use effective screening methods.Screen candidates thoroughly by reviewing resumes, conducting structured interviews, and checking references. Behavioral and situational interview questions can reveal a candidate's soft skills and problem-solving abilities.

Step 3: Skill assessments. Implement skill assessments or tests that are relevant to the job. This can help verify a candidate's proficiency in key areas.

Step 4: Behavioral assessments. Use personality and behavioral assessments to determine if a candidate's traits align with the company culture and the specific role.

Step 5: Multiple interview rounds. Conduct multiple interview rounds with different team members. This provides a more comprehensive view of the candidate and reduces the chances of bias.

Step 6: Check references. Don't skip reference checks. Contact previous employers or colleagues to gain insights into a candidate's work history and behaviour.

Step 7: Trial periods. Consider offering a probationary or trial period for new hires. This allows both the employee and employer to assess the fit before making a long-term commitment.

Step 8: Cultural fit. Assess a candidate's cultural fit within the organisation. Ensure they align with your company values and can work effectively with the existing team.

Step 9: Training and onboarding. Invest in thorough training and onboarding processes to set new hires up for success from day one. It is shocking how many companies forget about proper onboarding of new candidates. The hiring process doesn’t finish on giving someone a position and letting them be to their new job but proper introduction to organisational structure, employees, processes, different products or services available in the company (which can resolute in cross-selling in the future or finding more opportunities for the business even if the person is not part of the sales team).

Step 10: Regular performance reviews. Conduct regular performance reviews to identify and address any issues promptly.Provide feedback and opportunities for improvement.

Step 11: Continuous improvement. Continuously assess and refine your hiring process. Learn from past hires and adjust your approach as needed.


The hidden costs of a bad hire can be substantial, impacting finances, productivity,morale, and reputation. By following a well-defined hiring process that includes clear job requirements, effective screening methods, and ongoing assessments, you can significantly reduce the risk of making a poor hiring decision. Remember that hiring the right talent is an investment in the long-term success of your organisation.

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