Invest in your team:
Sustainable recruiting structures instead of expensive dependency

How we build your internal recruiting machine:

No more flying blind: We restructure your data, eliminate sources of error in interfaces, and make your HR management transparent and controllable.

Candidate Journey Audit

We radically analyze your application process from the talent’s perspective. Where is the hurdle too high? Where does the response take too long? We identify the “drop-off points” where you lose qualified applicants before you have even met them.

Implementation of active sourcing

We implement active sourcing methods directly within your HR department. We set up talent pools and define processes for approaching passive candidates professionally and discreetly.

Training & Empowerment

Your HR staff receives training in modern candidate outreach, interviewing techniques, and conversion rate optimization. This transforms administration into a high-performance recruiting unit.

Onboarding & retention

Recruiting does not end with a signature. The most expensive turnover occurs during the probationary period. We structure your onboarding processes so that new employees arrive emotionally, are integrated professionally, and stay.

Your Starting Point: The Oberender Personnel Quick Check

With 60 to 70% of costs, the personnel area is the central performance factor of your hospital. Our Quick Check is the first step to taking back control. We analyze your status quo from three perspectives.

Name

First name

Function / Position

Establishment / Institution

Telefon

Message

I agree that my details and data will be collected and stored electronically to answer my request.

Economic Security

ROI Turbo: The investment in structural development often pays for itself after just 3–4 hires for which no commission is due.

Scalability: Once established, processes work permanently—whether you are looking for 5 or 50 nursing staff. The marginal cost per hire decreases.

Strategic Sovereignty

Brand Sovereignty: You present yourself confidently in the market instead of being represented by third parties. This strengthens your employer brand.

Knowledge Transfer: Market know-how (Who is looking for what? What makes applicants tick?) ends up in your team, not in an agency’s database.

Arrange a strategy meeting with our experts.

Free of charge and without obligation: In a personal meeting with our experts (Personnel Controlling & Recruiting department), we analyze your current situation. Do you know your true recruiting costs? Are your projections correct? Together, we will show you potential – confidentially, specifically, and tailored to your questions.

Experience recruiting

Results from the field

Together with our clients, we have shown: The personnel cost block is controllable. These success stories are exemplary of what is possible when you create data truth and professionalize recruiting structures.

Practical success 1

The €800,000 cost-saving measure

A specialized care hospital spent over €800,000 annually on recruitment and temporary staffing in nursing. By establishing an internal active sourcing team with our support and optimizing the career page, dependency on agencies was reduced by 70% within 12 months. The freed-up budget was invested directly into employee retention measures.

Practical success 2

Time-to-hire halved

A hospital in a rural region had massive problems with recruitment (average vacancy time: 7 months). By analyzing the “candidate journey”, bureaucratic hurdles in the process were eliminated and the response time to applications was reduced from 2 weeks to 48 hours. Result: The time-to-hire dropped to an average of 3 months, and the applicant acceptance rate increased by 40%.

Frequently asked questions about recruiting from Oberender

Are you a recruitment agency?

No. We do not place candidates for a commission. We are consultants who empower your clinic to successfully carry out recruiting yourself. Our goal is your independence, not a permanent engagement.

Is the effort worth it for our small facility?

Yes, often even more so than for large corporations. Especially when budgets are tight, every agency invoice (often €10,000 – €20,000) hurts. By saving these amounts, you free up budget for real employee benefits.

Our HR department is already overloaded; how are we supposed to manage this?

Inefficient recruiting (e.g., reviewing unsuitable profiles, long waits for agencies) consumes time. We streamline your processes. First, we invest time together in structural development; after that, the operational effort per hire becomes noticeably lower.

Do we need expensive software solutions?

Usually not. Many clinics only use 20% of their existing applicant management systems. We optimize the use of your existing tools before discussing new investments.

What if we need staff urgently and cannot wait?

For urgent needs, we offer interim solutions. We can temporarily deploy experienced recruiters from our network to fill vacancies while we simultaneously build long-term structures in the background.

Do you also do employer branding?

We provide the foundation. A nice logo (branding) is useless if the process behind it (recruiting) does not work. We first optimize your process excellence and candidate journey. Building on that, we are happy to advise you on sharpening your employer brand.

Contact person

Let's get talking - directly and personally

Our experts are personally available to provide an initial assessment of your situation. Direct, discreet, and solution-oriented. Let us find out without obligation where your greatest leverage lies.

Marcus Ries

HR Manager

+49 89 8207516-0

Eva Hierz

Consultant