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Growth Recruiting Edition
Recruitment,
that drives growth –
because decisions are made before the search
The Truth About Recruiting in Growth
Growing companies rarely have a recruiting problem. They have a clarity problem.
Not in the market. Not with the candidates.
But where decisions are made:
What is Crucial in Recruiting
Role Responsibility
What a role is truly responsible for
Success-critical Strengths
Which strength is critical for success
Scope for Decisions
Where the scope for decisions begins and ends
As long as it is unclear which skills really add value in this role, recruitment can only react – not control.
The consequences are known:
  • many applications
  • long processes
  • compromise decisions
  • high costs due to wrong hires
  • gut feeling instead of facts

The Growth Recruiting Edition starts precisely before the search. Where recruiting in growth is actually decided: with leadership, role, and organisational architecture.
Why Recruitment Falters During Growth
During growth, roles change faster than structures. What worked yesterday becomes diffuse:
  • Responsibilities shift
  • Expectations remain implicit
  • Decision-making scopes are unclear
Recruitment then attempts to compensate for uncertainty – with more interviews, more profiles and requirements that contradict each other.
The profiles sought are then:
  • flexible and structured
  • assertive and customer-oriented
  • independent and strong team players
That sounds reasonable.
But it doesn't work.
This is not an HR mistake.
It is a consequence of growth, where structural decisions are not always consciously made.
What the Growth Recruiting Edition Achieves
The Growth Recruiting Edition creates the clarity that makes recruitment viable in growth.
For the organisation, this means:
  • Roles are decided, not just described
  • Expectations are clearly communicated
  • Candidates know what they are getting into
  • Leadership no longer has to compensate
Recruitment thus becomes:
  • more precise
  • faster
  • more reliable
  • and sustainably effective
Not as a campaign. But as an organisational capability.
Structure
How this clarity is embedded in recruitment
The Structure of the Growth Recruitment Edition
An architectural decision framework:

The Growth Recruitment Edition is not a training programme or a learning platform.
The content is structured as a decision logic – available as video impulses, each answering a specific question.
You use it whenever you are recruiting:
  • when clarifying a new role
  • when sharpening requirements
  • for leadership or key positions
  • in interviews and decision rounds
The content consists of clearly structured video impulses,
each answering a specific decision question in recruitment.
  • No exercises.
  • No schedule.
  • No moderation.
Instead, it is a permanently available decision basis,
that remains within the company and is used repeatedly.
The Four Pillars of Decision Architecture
1
Understanding Motivation Logic
16 Reiss Motives –
16 Video Impulses
Each video highlights a central motive in the work context:
  • How does this motive manifest in daily professional life?
  • What drives people with this trait?
  • Where do typical misplacements occur?
  • In which roles is this motive effective – and in which is it not?
Outcome:
You will understand why people act, decide, and lead as they do – and can precisely fill roles instead of compromising profiles.
2
Clearly Formulating Requirements
Job Advertisements & Search Profiles,
one video per motive
These video impulses translate motivation into concrete requirements:
  • What do we really mean when we look for certain qualities?
  • Which motives are behind terms like "independent", "team-oriented", "structured", or "hands-on"?
  • How are roles precisely described – without ideal profiles?
Outcome:
Job advertisements and search profiles appeal to the right candidates – instead of generating as many applications as possible. Less quantity. More suitability.
3
Selecting Leadership Suitably for the Team
Leadership Styles & Team Constellations –
Video Cluster
This content combines motivation, team logic, and leadership:
  • Which motives characterise existing teams?
  • Which leadership styles are effective there – and which are not?
  • Why leadership must be suitable, not "right"?
Outcome:
Leaders are selected based on their suitability for the team and tasks – not on experience or demeanour. Particularly relevant for leadership and key positions.
4
Conducting Interviews & Making Decisions
Interview & Decision Logic –
Video Impulses per Motive
These videos make decisions comprehensible and manageable:
  • Which questions reveal motives?
  • How are answers interpreted?
  • Which criteria are decision-relevant – and which are not?
  • When is a decision made – and not further coordinated?
Outcome:
Interviews provide decision-making bases instead of impressions. Decisions are led – not postponed or diluted by consensus.
Investment
Investment & Pricing Logic
One-off investment. Permanent use.
The Growth Recruiting Edition is acquired once
and is permanently available internally to everyone involved in recruitment.
No licences.
No running costs.
No repeat fees for growth or new hires.
The complete decision architecture
Up to 250 employees
9,999 €
251–500 employees
15,999 €
From 501 employees
19,999 €
Invest once. Save annually.
The content is structured so that it can be applied unchanged, even with further growth.
Who This Solution Is For
For CEOs, Executive Boards, and Leadership Teams who no longer want to treat recruitment as a purely operational issue.
For companies:
experiencing growth
with increasing complexity
with recurring mis-hires
with a high management burden
Not for individual hires. Rather, for organisations that want to achieve sustainable growth.
Who it is not intended for:
  • If recruitment remains purely operational
  • If decisions are deliberately kept open
  • If clarity is not yet a priority
Competence Magnet
Why Kompetenzmagnet
I, Katja zur Linden, know recruitment not from a consulting perspective, but from my own responsibility for results and organisation: including 20 years of leadership responsibility, several hypergrowth projects, scaling from 1,100 to 2,100 employees.
The Growth Recruitment Edition is not a methodology. It is translated experience from growth, mis-hires, and structural organisational work.
In short: Recruitment works when organisations know who they really need – and why.
The Growth Recruitment Edition ensures that this decision is clearly made and and effectively implemented on a long-term basis.
Next Step
If you want to check whether your current recruiting supports or compensates, let's talk.
Not about adverts. But about clarity.
Alternatively, send me a email:
A few lines about your situation will suffice. I will get back to you personally.
FAQ
Common decision-making questions from management:
1
What does a mis-hire truly cost during growth?
A mis-hire rarely only costs a recruitment budget.
During growth, the actual costs arise from delayed decisions, overburdened leadership, team friction, and lost time.
Especially in leadership and key roles, these effects quickly add up to a six-figure sum – long before the employment relationship formally ends.
The Growth Recruiting Edition addresses this cost trap before it occurs: by ensuring clarity on roles, responsibilities, and decision-making authority.
2
How does the Growth Recruiting Edition pay for itself?
The Growth Recruiting Edition is a one-time investment that remains permanently within the company.
It replaces recurring external support, shortened learning curves in interviews, and costly corrections after wrong decisions.
In practice, the investment often pays for itself through:
  • an avoided mis-hire, or
  • a significantly faster, clearer placement in a key role.
Not through more recruiting – but through better decisions.
3
Is this a training or a method?
No. The Growth Recruiting Edition is not a training course or programme.
It is a permanently available decision-making framework for recruiting during periods of growth. The content is used when decisions need to be made – not ‘worked through’. No schedule, no moderation, no implementation effort required.
4
For which companies is the solution intended – and for which is it not?
It is intended for growing companies where:
  • roles change faster than structures,
  • decisions no longer function intuitively,
  • mis-hires have noticeable organisational consequences.
It is not intended for organisations that treat recruitment purely operationally or deliberately forego clarity in roles and decisions.
Contact & Legal
Contact
Kompetenzmagnet GmbH
Email: hallo@kompetenzmagnet.de
Phone: +49 (0) 172 800 81 34
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