How to Find People Who Turn Your Bravest Plans into Reality
Today’s business environment is not defined by crisis but by unprecedented ambition. Companies face transformational challenges that are no longer optional but crucial for survival and growth. The green transition, which is expected to create up to 30 million new jobs by 2030, and the artificial intelligence revolution, already implemented by 43% of Czech companies with another quarter preparing to follow, present huge opportunities.
“The main obstacle to realizing ambitious plans is not the lack of capital, technology, or strategy, but the critical shortage of the right people. This issue has reached alarming proportions: 66% of employers in the Czech Republic cannot find employees with the required qualifications,” says Dominika Kopčáková, Delivery Director CZ, SYNERGIE.
Company Success Relies on People, Now More Than Ever
For projects involving fundamental change – whether digital transformation, launching a new operation, or expanding into a new market – the traditional job description based on years of experience and specific backgrounds is, to some extent, ineffective.
“Assessing candidates by their performance in stable and predictable environments is a poor predictor of success. What’s needed instead is to look for profiles built on potential, mindset, and key competencies, not just ticking boxes on a CV,” adds Marek Skička, Delivery Director SK, SYNERGIE.
Soft Skills Come First
When employers identify skill gaps in their teams, it is most often soft skills that are missing. At the top of the list are responsibility and reliability, followed by resilience, adaptability, logical thinking, and problem-solving skills.
These qualities are directly tied to the successful realization of brave plans. Digital transformation requires people who can solve problems. Launching a new division cannot happen without initiative. Surviving market shocks depends on the resilience and adaptability of the entire team. This turns the abstract notion of soft skills into something tangible and absolutely vital for business.
Company Culture as a Talent Magnet
It is not enough to know who you are looking for. Companies must become the kind of employer this new generation of talent wants to work for. With the massive entry of Gen Z into the labor market and millennials moving into leadership positions, employee motivation is shifting.
The priorities are:
● meaningful work
● opportunities for rapid growth
● work–life balance
● strong mental health support
A company with brave plans but a rigid and outdated culture will not be able to attract the people it needs.
| Traditional Requirement | New Skill | Why It Matters |
| Experience in the field X years | Proven ability to adapt and learn quickly | Plans change; the ability to learn and adapt is more valuable than outdated experience. |
| Completing assigned tasks | Proactivity and problem-solving | Brave plans are full of unknowns. Companies need people who solve problems, not wait for them. |
| Technical skill as a priority | Synergy of technical and soft skills (collaboration, communication) | Technology is only a tool. Its effective implementation depends on teamwork and communication. |
| Stability and process compliance | Resilience to change and willingness to experiment | Innovation and transformation inherently disrupt existing processes. Companies need people who can embrace that. |
How to Approach Recruitment in Practice: The Case of Stannah Stairlifts Ltd
The theory of the ideal employee profile takes real shape only when confronted with practice. The case study of Synergie and Stannah Stairlifts, a British stairlift manufacturer, is a perfect example of a brave plan in action.
The client’s challenge was not simply hiring operators. The company needed people able to thrive in an environment defined by uncertainty – with unstable shifts, constantly evolving work schedules, and the unpredictability of operations in test mode.
In addition to manufacturing experience, recruitment focused on profiling candidates with high levels of flexibility and adaptability. Emphasis was placed on finding the right personality profile for non-standard conditions.
Out of 93 candidates, 29 passed the prescreening criteria. Three of them started work the following week.
The outcome was not just filling positions but building a stable and efficient team in an unstable environment. This proves that for the most ambitious projects, hiring is not just about skills but primarily about the right mindset.
Today’s HR Requirements: The Ability to Act Quickly Under Pressure
Another dimension of realizing brave plans is the ability to act quickly without compromising quality. Whether it’s opening a new branch or rapidly scaling a team for a key project, time is a critical factor.
An example is the cooperation with Levi’s, where 11 quality salespeople for premium retail stores – including short-term contracts – were hired within just 14 days. This case demonstrates that a well-designed and digitalized process can effectively handle both the logistical and quality pressures associated with ambitious goals.
We Find the People for Your Bravest Plans
SYNERGIE
Realizing a brave vision is not about randomly filling positions. It is about purposefully seeking those who will actively create the company’s future. It is precisely in this targeted connection of vision and human potential that true synergy emerges.
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