Full-cycle recruiting
From requirements definition through sourcing, interviewing, feedback loop to offer and onboarding — including hard-to-fill specialist and leadership roles.
Interim · available now
Recruiting & HR leadership on time
Seamlessly taken over. Cleanly handed back.
When a key person in recruiting or HR goes on parental leave, I take over the mandate completely — with a clear handover, tangible deliverables and a defined return roadmap. Not a concept paper, but actual operational continuity.
What you get
I don't just bridge individual processes. I lead the team, keep stakeholders aligned, and ensure that hiring and daily HR operations continue at the same level during the absence.
- Takeover of the recruiting pipeline including live positions
- Leadership of the recruiting and HR team (cross-location possible)
- Stakeholder management with business units, management and works council
- Securing KPIs, reporting and employer-brand continuity
- Structured return handover plan
Concrete services
What the mandate includes
Each cover is tailored to the specific situation. These building blocks are typically part of the mandate:
HR operations & daily business
Employment contracts, certificates, payroll coordination, employer certificates, personnel file management and all ongoing requests keep flowing.
Team & stakeholder leadership
Regular 1:1s, weekly stand-ups, alignment with hiring managers and controlling. I keep the team stable and motivated.
Change & crisis moments
Whether unexpected departures, terminations or restructuring: I act fast, calm the team and find solutions — without tunnel vision.
Data, reporting & compliance
Takeover and continuation of recruiting KPIs, ATS maintenance, GDPR-compliant filing, snapshot reports and forecasts for the returner.
Return roadmap & handover
Starting from week one, I document decisions, processes and open topics. The handover is structured with documentation and accompaniment.
Process
How a cover mandate works in practice
Usually 2–4 weeks lead time is sufficient to step in seamlessly. This is the typical flow:
- 01
Kick-off & expectation alignment
Together we clarify scope, duration, interfaces, decision-making authority and critical topics. I get to know the team and key stakeholders.
- 02
Gap & pipeline analysis
I build a clear picture: open roles, active applications, contract status, ATS data, HR backlog and potential risks.
- 03
Operational takeover
I take over operational control. Candidates don't feel parked on the back burner — they continue to receive professional support.
- 04
30/60/90-day plan
Quick wins in the first 30 days, stabilization afterwards, strategic improvements (e.g. processes, diversity, employer brand) depending on mandate length.
- 05
Ongoing steering & reporting
Weekly or bi-weekly reporting to leadership and HR. Participation in leadership circle, works council and project committees as needed.
- 06
Return handover
Structured handover to the returning person: documentation, status calls, onboarding into new processes and a 1–2 week transition phase.
Timeline & availability
Realistic planning dimensions
Maternity and parental leave covers are plannable if you start early. The following timeframes have proven useful in practice:
Typical mandate duration
6–12 months
Recommended lead time
4–8 weeks before start
Minimum lead time
2–4 weeks
Handover phase
1–2 weeks
Engagement model
Remote, hybrid or on-site
FAQ
Clarity on the cover mandate
Typical roles are recruiting lead, HR business partner lead, head of talent acquisition, interim HR lead and operational recruiting roles during peak phases. I am flexible on titles and take on what is factually needed.
With 2–4 weeks lead time I can organize a good handover. For shorter-term needs (e.g. illness) I check whether I can start flexibly, depending on current availability.
Both are possible. A hybrid model with regular on-site days in the Munich/Nuremberg area works particularly well. For other locations I work remotely with targeted on-site days.
I prepare a structured handover: status documentation, open roles, ongoing conversations, process changes and an onboarding phase. The goal is that the returning person can pick up immediately.
We usually work with a service contract for interim services or a project agreement. Invoicing is monthly based on days worked or an agreed flat fee.
Request a cover mandate
Let me know which role needs to be covered, the timeframe and the region. I usually get back within 24 hours.
Project request
Request a mandate
Short note — I usually get back to you personally within 24 hours.