Growth companies can't afford to make bad hires. There's simply not enough people to pick up the slack.
We support ambitious companies to scale their teams by focusing on as many great hires as possible.
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And there's more
Your senior talent partner supports you with everything surrounding talent acquisition.
Building your employer brand
We help translate your vision into a powerful employer brand that will lead to a higher number of quality inbound applicants.
This includes setting up your careers page as well as building collateral including video and social media content as well as job descriptions.
Organizational planning
You know where you want to be in three years but you may need an independent pair of eyes to plan the people strategy supporting your ambitions.
We support you with people modelling and organizational maps.
Who do you need?
Using an outcome-based model, we speak with various stakeholders to align on exactly what a successful candidate looks like and then create the search approach (outbound only, industry jobs boards etc).
We provide you with intelligence about salaries as well as applicable employment laws by country.
Setting up tools
Good talent acquisition requires good software. We can recommend and implement tools on your behalf.
We also build our own!
Building the hiring process
Every position you open will require a unique blend of interviews and assessments to ensure you hire A-players. You also to need to be mindful of the candidate's time and your own.
We help clients build quick and efficient interview processes including technical interviews, building assessment centres, whiteboard exercises etc.
Making hires
We’ve done a good job when you're quickly presented with 3-4 amazing candidates for each position.
We can manage the entire end-to-end process, organising interviews, gathering feedback and reporting.
We support the candidates through the process ensuring candidate experience is excellent regardless if the person is hired or not
Our thoughts
Startup interview questions
Common startup interview questions suck. This article will provide you with an ironclad startup...
The most important value for start-up employees? Locus of control
If hiring A-players is important to your company's growth, this article is simply not to be missed....
Why we're doing this
In the seminal book Good to Great, Jim Collins' discovered what separates great companies from...Our values
Values are central to our service. We guard our values religiously because they form the basis of what we do.
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Urgency - every second matters.
The impact of not having that person is not being able to execute to perfection. We will operate as though you expected that person yesterday, we refer to this internally as BERGspeed.
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Honesty - We believe in confronting brutal facts
If there is anything bocking you from getting that great hire, we will be up front and honest, even if the truth sometimes hurts.
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Responsiveness - We communicate pro-actively and clearly
We earn our fees by making your search for greatness feel effortless. We will keep you updated proactively and be there on an ad-hoc basis whenever you need us.
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Vision-driven companies only - we will only source exceptional people
We work only with vision-driven companies, where a new hire isn’t just a number but one more piece of the puzzle.
Meet the founders
Previously, I founded a tech company and grew it to 300 people and $40m in revenue. Now I want to help other ambitious founders do the same.
Meet the founders
My last company wanted to build up an office in a new country. I took on the challenge, and two years later we had a multi-million dollar business, 120 employees, and the highest profitability in the company.
