Flexxy Recruitment Solutions



Flexxy explained: recruitment for construction, engineering, infrastructure and the energy transition

Flexxy explained: recruitment for construction, engineering, infrastructure and the energy transition

Flexxy provides recruitment services for the construction, engineering, installation engineering, infrastructure, manufacturing and energy transition sectors.

What can you use Flexxy for?

Flexxy can be used for a single hard-to-fill vacancy, several vacancies at once, to provide temporary recruitment capacity, or to improve the recruitment function.

Our services consist of five parts:

  1. temporary recruitment capacity;
  2. project recruitment;
  3. recruitment and selection for permanent roles;
  4. Recruitment Process Outsourcing, or RPO;
  5. recruitment operations and strategic recruitment advice.

Which approach is most suitable depends on the number of vacancies, the available internal capacity and the level of responsibility the organisation wishes to delegate.

1. Temporary recruitment capacity

When an organisation needs extra recruitment capacity on a temporary basis, Flexxy can provide its own recruiter. This recruiter works closely with HR, senior management and hiring managers to ensure that vacancies and recruitment processes are handled effectively.

Within this temporary deployment, we use three terms:

  • Interim recruitment means that the recruiter is employed on a temporary basis.
  • Embedded recruitment This means that the recruiter works as part of the in-house team and represents the organisation to candidates.
  • Fractional recruitment means that the recruiter is deployed for part of the week, for example one, two or three days.

These roles overlap. For example, a recruiter might be deployed for six months, two days a week, and become fully integrated into the in-house team. In this case, the role is interim, fractional and embedded.

In practice, Flexxy’s interim recruiters usually work on an embedded basis. They familiarise themselves with the organisation, teams, vacancies and working methods, and work directly with the relevant hiring managers.

What can an interim recruiter from Flexxy take on?

The work may include, amongst other things:

  • job application interviews;
  • target group and labour market analyses;
  • sourcing and personalised candidate engagement;
  • screening and selection;
  • candidate communications;
  • guidance for hiring managers;
  • planning and monitoring of procedures;
  • report on progress and results;
  • improving recruitment processes and systems.

Flexxy remains responsible for the supervision, quality and continuity of the service provision.

Part-time work from one day a week

Not every organisation needs a recruiter five days a week. Fractional recruitment makes it possible to utilise experienced recruitment expertise from as little as one day a week.

That does not mean that recruitment only takes place on that specific day. Job vacancies and recruitment processes continue throughout the week. Candidates apply at different times and cannot always wait until the next scheduled working day.

Larger projects are carried out within the agreed hours. Brief follow-ups and necessary communication are spread throughout the week where required. This ensures that candidates and hiring managers experience continuity, without the organisation having to immediately appoint a full-time recruiter.

Temporary recruitment capacity is a good fit when:

  • recruitment takes up too much of HR’s or management’s time;
  • an in-house recruiter is temporarily unavailable;
  • the organisation is growing;
  • several vacancies need to be filled at the same time;
  • a full-time recruiter is not yet required;
  • additional sourcing capacity is required;
  • Recruitment needs to be better organised.

Find out more about our Recruitment Services.

2. Project recruitment

In project-based recruitment, Flexxy carries out a clearly defined recruitment assignment. This is not just about a specific number of hours, but above all about a clear objective.

Project recruitment can, for example, be used for:

  • performing several similar roles;
  • building a new team;
  • clearing the backlog of job vacancies;
  • opening a new branch;
  • building a talent pool;
  • a temporary growth or change initiative.

We agree in advance which vacancies or target groups will be the focus, what results are expected, how much capacity is required and how progress will be measured.

Depending on the scale of the project, Flexxy will deploy either a single recruiter, a recruiter with additional sourcing capabilities, or a larger recruitment team.

3. Recruitment and selection for permanent roles

Flexxy handles recruitment and selection for permanent staff.

We begin with a detailed intake to assess the role, working environment, target audience and labour market. We then search for, approach and interview candidates who are a good fit for the role and the organisation.

We look beyond just the CV. We want to understand what someone has done, what they’re good at, what they’re looking for, and whether this move makes sense in the long term.

Recruitment and selection is a good fit when:

  • whether it involves one or more permanent posts;
  • suitable candidates do not apply of their own accord;
  • the organisation itself does not have sufficient time or reach to carry out an active search;
  • whether the role is specialised or business-critical;
  • quality is more important than receiving a large number of CVs.

In recruitment and selection, the fee is linked to a successful placement.

4. Recruitment Process Outsourcing

Under Recruitment Process Outsourcing, Flexxy takes over an agreed proportion of the recruitment process for an extended period.

This may include:

  • the filling of several vacancies;
  • sourcing and selection;
  • process coordination;
  • working with hiring managers;
  • recruitment data and reporting;
  • tooling and ATS management;
  • recruitment strategy and improvement.

Flexxy can act as an extension of an existing HR or recruitment team, or as an external recruitment function for organisations that do not have this expertise and capacity in-house.

The main difference compared with having a single embedded recruiter lies in the scope and level of responsibility. Embedded recruitment refers to how a recruiter operates within the organisation. RPO means that Flexxy carries out a larger and clearly defined part of the recruitment function and, as a recruitment partner, takes responsibility for it.

An RPO partnership is always tailored to the volume of vacancies, internal expertise and the stage of the organisation’s development.

5. Recruitment operations and strategic recruitment advice

Recruitment problems do not always stem from a lack of candidates. Sometimes the delay lies in the process itself.

Job descriptions are vague, responsibilities are unclear, feedback takes too long, or the ATS is not being used properly. In such situations, simply increasing sourcing efforts does not automatically lead to better results.

Flexxy therefore also helps organisations with:

  • recruitment strategy;
  • set-up and optimisation of the ATS;
  • recruitment processes and working arrangements;
  • dashboards and reports;
  • funnel analysis;
  • recruitment data and KPIs;
  • candidate experience;
  • interview and selection processes;
  • guidance for hiring managers;
  • recruitment tools and automation;
  • employer branding and labour market communication.

Find out more about Strategic Talent Advice and Recruitment Empowerment.

Our sector focus

Construction, engineering and building services engineering

Flexxy supports construction companies, technical service providers, installation firms and engineering organisations in recruiting technical, operational and business support professionals.

In these sectors, a good match is not just about professional expertise. Candidates must also be a good fit for the organisation’s projects, clients, working methods and day-to-day operations.

Find out more about recruitment in engineering and technology.

Infrastructure and manufacturing

Within the infrastructure and manufacturing sectors, we support organisations with recruitment for technical specialists, project roles, engineering, operations, maintenance and support roles.

Continuity, safety, quality and planning play a key role here. This calls for a targeted approach and a realistic view of the labour market.

Energy and the energy transition

Flexxy has extensive experience in recruitment within the energy, sustainable heating, utilities and energy transition sectors.

We provide support for technical and non-technical roles across a range of areas, including projects, operations, asset management, IT, data, commercial functions and business operations.

Find out more about recruitment in the energy transition.

IT & Digital

Our expertise in IT and digital remains part of Flexxy. We support organisations with specialist IT, data and digital roles, particularly where these form part of technical organisations, energy companies or changing business processes.

Find out more about Recruitment in IT & Digital.

Experience in recruitment and growth

Flexxy combines hands-on recruitment with process improvement, stakeholder management and recruitment operations.

As part of a long-standing embedded partnership with Eteck, Flexxy was involved in over 150 hires. As well as filling vacancies, we worked on sourcing, processes, labour market communications, stakeholder management and the further development of recruitment.

At ERIKS Digital, we supported the company’s growth from 4 to over 100 employees over a period of eighteen months. At the same time, we helped build up the recruitment function so that it could later be handed over to an in-house recruiter.

Not every organisation needs a full-scale recruitment department. However, every organisation stands to benefit from clear responsibilities, a workable process and a strong sense of ownership.

You can read more about our background and vision on the page About Flexxy.

How do we work?

Every collaboration begins with a clear initial consultation. We want to know what needs to be done, why it is important and what approach is realistic.

We will then agree on:

  1. the priorities and desired outcomes;
  2. the roles and responsibilities;
  3. the available recruitment capacity;
  4. collaboration with HR and hiring managers;
  5. communication with candidates;
  6. the reporting and evaluation stages.

We take a personalised, structured and transparent approach. No piles of CVs without context, but candidates and recommendations that are substantiated by evidence.

Find out more about our recruitment approach.

Frequently Asked Questions about Flexxy

Is Flexxy a recruitment agency?

Flexxy specialises in recruitment and selection, but our services go beyond those of a traditional recruitment agency.

We can also temporarily bolster the recruitment function, carry out a recruitment project, take over part of the process, and assist with strategy, processes, data and tools. That is why we position Flexxy as a recruitment partner.

Does Flexxy provide interim professionals for other roles?

No. By ‘interim recruitment’, we mean that a recruiter from Flexxy temporarily supports an organisation’s recruitment function.

For roles outside the recruitment sector, we focus on the recruitment and selection of staff for permanent positions.

What is the difference between interim, embedded and fractional recruitment?

‘Interim’ means that the assignment is temporary. ‘Embedded’ means that the recruiter works as part of the in-house team. ‘Fractional’ means that the recruiter is deployed for part of the week.

A single collaboration may have all three characteristics.

Can Flexxy be used from as little as one day a week?

Yes. Fractional recruitment can be arranged from as little as one day a week. The appropriate level of commitment depends on the number of vacancies, the complexity of the roles and the desired scope of responsibilities.

When should you opt for recruitment and selection?

Recruitment and selection is particularly suited to one or a few permanent vacancies. The fee is payable upon a successful placement.

When temporary additional recruitment capacity is required, interim recruitment is usually the more suitable option.

What is the difference between project recruitment and RPO?

Project recruitment has a defined objective and a clear end point. RPO is a broader partnership in which Flexxy takes on an agreed part of the recruitment function for a longer period.

See also our frequently asked questions for further information.

Get to know Flexxy

Would you like to bring in some extra recruitment capacity on a temporary basis, fill a permanent vacancy or get a better grip on your recruitment?

We’d be happy to discuss which approach best suits your organisation, your vacancies and your stage of growth.

Please contact Flexxy for a no-obligation introductory meeting.