• case study
• recruitment

You’ve found strong candidates. Now comes the harder part

Hiring for key roles today rarely means searching for “the one perfect person.” More often, you find yourself choosing between several highly qualified candidates—deciding between good and very good.

This is exactly the moment when the value of a recruitment partner becomes clear. Not just in finding candidates, but in helping you make the right decision. And that’s what separates a recruitment agency from a true partner.

A situation many companies know well

Our client, LogTech, was selecting a Director of Service Operations – a role with direct impact on both business performance and customer satisfaction.

From day one, we managed the entire recruitment process. We sourced candidates, conducted interviews, and presented several finalists who matched both the role requirements and the team on a professional and personal level.

The process itself was successful. The candidates were strong, experienced, and relevant. But the final decision was not straightforward. And this is where the biggest risk appears – choosing based on intuition. In strategic roles, that’s a risk companies often cannot afford.

When it’s no longer about the CV, but what’s behind it

At the final stage, every candidate looks strong on paper. Their experience is comparable. The interviews have gone well. And yet, something suggests the decision isn’t clear.

That’s not a coincidence. The factors that ultimately matter don’t show up on a CV: how someone reacts when plans fall apart, whether they can lead a team through change, not just in stable conditions and whether their leadership style will strengthen what already works in the team or disrupt it.

A standard interview only reveals part of this. This is where an experienced partner brings real value.

The solution: objectivity instead of guesswork

For us, the work doesn’t end with presenting a shortlist. It ends when the client has a decision they can stand behind.

That’s why we introduced psychological assessment into the final stage of the process. Each finalist went through a standardized evaluation—not producing impressions or gut feelings, but a clear profile: how the individual thinks under pressure, where their natural strengths as a leader lie, and where their blind spots may be. Insights candidates themselves might be aware of, but would never articulate in an interview.

LogTech received structured written reports for each finalist, including practical conclusions and comparisons that highlighted differences where everything had previously seemed similar.

The entire process was completed within three weeks from presenting the first candidates to offer acceptance. The quality of the decision did not come at the expense of speed.

“The psychological assessment of the final candidates provided a key input into the final stage of the selection process and gave us objective and practically applicable insights for making a decision between already very strong candidates.
Thanks to this approach, we were able to make an informed and confident decision. We consider SYNERGIE a reliable partner for recruiting key positions and can clearly recommend their services.”
— LogTech, s.r.o., Ostrava

Why it matters

A poor hiring decision in a standard role affects a team. A poor decision in a key role affects the entire company and the consequences often appear later, when it’s difficult to reverse them.

Companies that understand this don’t look for an agency that simply sends CVs. They look for a partner who understands their business, thinks ahead, and tells them what they may not want to hear, but need to.

Because filling a role correctly isn’t just an HR outcome. It’s a decision that shapes the direction of the company for years to come.

Facing an important hiring decision? Let’s have a practical, no-obligation conversation about your situation.

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