CPG Recruitment: decide what job you actually want by designing your ideal day first, then shortlisting careers that fit it. From 25+ industries since 2020.
CPG Recruitment: job postings attract the right candidates when the ideal candidate is defined first — the 17-question method that cut time-to-fill to 37 days.
CPG Recruitment: audit your LinkedIn in five minutes by pasting your profile URL into an AI tool and asking it to summarize you. What our recruiters see first.
CPG Recruitment's 30-day onboarding plan: pre-boarding, day one, week one and a day-30 review against the hiring brief. Christian Saab's team, since 2020.
Christian Saab's CPG Recruitment on what a successful hire looks like at 12 months — retention, scope and peer pull. Time-to-fill cut from 68 days to 37.
Higher standards and faster hiring are not a trade-off. CPG Recruitment raised the bar and cut average time-to-fill from 68 days to 37. Here is how that works.
CPG Recruitment: job postings attract the right candidates when the ideal candidate is defined first — the 17-question method that cut time-to-fill to 37 days.
CPG Recruitment's 30-day onboarding plan: pre-boarding, day one, week one and a day-30 review against the hiring brief. Christian Saab's team, since 2020.
Christian Saab's CPG Recruitment on what a successful hire looks like at 12 months — retention, scope and peer pull. Time-to-fill cut from 68 days to 37.
Higher standards and faster hiring are not a trade-off. CPG Recruitment raised the bar and cut average time-to-fill from 68 days to 37. Here is how that works.
Before posting, CPG Recruitment runs a seven-item alignment meeting and leaves with five written artifacts. That step cut our time-to-fill from 68 days to 37.
A job description lists duties, never who succeeds at them. CPG Recruitment defines outcomes and non-negotiables first, cutting time-to-fill from 68 days to 37.
You recruit a senior executive through a targeted, confidential search, not a job posting. Agree the twelve-month mandate, approach leaders directly, assess judgment over technical skill, and move decisively. Senior people do not apply, they get approached.
You change careers by naming the exact role you want, mapping the skills you already have against what it requires, closing the gap with proof instead of promises, and telling one clear story about the move. A practical guide from CPG Recruitment on transferable skills, credibility, timing, pay and the interview question you are guaranteed to get.
CPG Recruitment: decide what job you actually want by designing your ideal day first, then shortlisting careers that fit it. From 25+ industries since 2020.
CPG Recruitment: audit your LinkedIn in five minutes by pasting your profile URL into an AI tool and asking it to summarize you. What our recruiters see first.
Recruitment process outsourcing is when a company hands part or all of its hiring to an external recruitment partner that works as an extension of the internal team. Here is how RPO works, what it costs, when it beats hiring internally, and how to tell if it is working.
Recruiters do not browse LinkedIn, they run keyword searches on job title, skill and location. Here is how to build a profile that turns up in those searches, what your headline and About section should say, and the mistakes that keep good people invisible.
Quiet quitting is when an employee stays in the job but stops doing anything beyond the minimum. Here is what actually causes it, the warning signs that show up months before output drops, what disengagement costs, and how to re-engage a team that has checked out.
You hire and keep Gen Z employees by being specific about what the job pays, what the work involves, what they will learn and where it leads. Here is how to write the posting, run the interview, and manage them without lowering your standards.
