FOR EMPLOYERS
Ieškote šildymo sistemų montuotojų? Aptarkime Jūsų darbą, reikalavimus ir atlygio biudžetą. Pateiksime konkrečios paieškos pasiūlymą.
Send your hiring needsŠildymo sistemų montuotojo patirtis vertinama pagal konkrečius vamzdynus, įrangą ir objektų tipus. Kandidato prašome paaiškinti atliktus darbus ir savo atsakomybę už jų kokybę.
In the initial interview, we separate essential experience from what the employee can learn in your team. We discuss the workplace, salary range, schedule, and level of autonomy. Based on these criteria, we form the candidate profile and search plan.
| Competence | How we collect evidence |
|---|---|
| Vamzdynai ir jungimai | Structured interview, specific example of completed work, and agreed practical verification. |
| Šilumos punktai | Structured interview, specific example of completed work, and agreed practical verification. |
| Montavimo dokumentacija | Structured interview, specific example of completed work, and agreed practical verification. |
Kandidatas pagal schemą aptaria pagrindinius darbo etapus ir informaciją, kurios trūksta saugiai suplanuoti montavimą.
We assess arguments, logic of actions, and ability to identify missing information. The scope and evaluation of the task are coordinated with your specialist. This is an example of a selection model adapted to a specific job.
We agree on the work, salary budget and essential skills.
We choose the channels and present the job opportunity.
We assess experience and carry out the agreed assessment tasks.
We provide a report and help arrange interviews.
We align expectations and agree on the next steps.
We present relevant experience, performed functions, salary expectations, suitability of the workplace, and possible start date. The evaluation conclusion is linked to the interview or task result. If the competence has not yet been verified, this is clearly indicated.
Candidate contacts and personal data are shared in an agreed scope. Final decisions on technical fit and job offer are made after evaluating the candidate within your team.
We initially define specific tasks and mandatory skills. Depending on needs, we adjust job offer distribution, profile reviews, and direct search. Search scope and price are agreed before starting.
We quote a price after reviewing the profession, work location, requirements and selection scope. The proposal specifies what you pay for, when payment is due and the conditions for a repeat search. Access to candidate contacts and full recruitment are separate services.
We agree on a search plan and the date of the first report after reviewing your needs. Timing depends on the salary, work location, requirements and candidates’ interest. We provide updates on progress and obstacles at agreed intervals.
We agree on the assessment scope before the search. This may include a structured interview, document checks and a short practical task with your technical specialist. The report distinguishes verified skills from the candidate’s own statements.
Tell us the profession, city, salary range and main duties. We will discuss the search and professional assessment scope.
Choose a specific role. We tailor the assessment to your company’s work and agree on a practical task before recruitment.
Possible professional assessment: Schematic reading and installation order tasks. We assess the candidate's explanation, decision-making process, and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
List 3–5 main tasks, the equipment and work location. Identify experience essential on day one and skills you can teach. Agree on the schedule, travel, start date and salary range in advance.
Discuss vacancy advertising, existing profiles and active outreach to suitable specialists. The proposal defines our recruitment role, the information provided and who coordinates employer interviews.
We ask for concrete work examples: what the candidate did personally, their responsibility and practical problem solving. We clarify salary expectations, possible start date and interest in your offer.
If a practical assessment is agreed, it relates to the job’s duties. We provide the task and criteria in advance. A general questionnaire does not replace professional experience; certificates and required qualifications are checked for the specific role.
We provide the agreed information: experience, skills, salary expectations, availability and remaining questions. You make the final decision. Price, timing and repeat-search terms are agreed in the proposal.
Create a profile with your profession and experience. The candidate database system controls access to contact details.
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Tell us your needs. We will discuss the search scope and prepare a proposal.
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