Discover hidden talents.

How we find talents that others don't even see

Our data-based sourcing methods uncover hidden IT talent
in Germany and Austria.

Our candidates are not actively looking for a job - they are actively working in IT. We identify them through in-depth research, technological intelligence and a deep understanding of the IT landscape.

No superficial clicking through. No mass mailing. But rather: real finding through technology-based IT recruiting.

Why we don't search like everyone else

In IT, you're not looking for CVs - you're looking for solutions.
That is why we do not supply "applicants", but People with impact potential.

While many service providers work with tools, we understand, Think like tools - and how to combine them correctly: For us, sourcing does not mean filtering on LinkedIn, but understanding, which constellations of technical skills, industry experience and systemic logic lead to a real match.

"Our approach is characterised by a personal approach that allows us to assess not only the skills but also the cultural fit of the candidates."

Ilka Zeiner

What makes indivHR different

Functional sourcing logic

Job titles often say little about actual responsibility. We think in terms of functional role profiles and analyse who makes decisions, is responsible for systems or mediates between the specialist area and technology - regardless of the title. Using structured requirements logic, we also recognise hidden potential: for example, senior developers with an architecture role or SAP consultants with a business interface who do not describe themselves as such.

👉 If you only look for job titles, you miss out on those who have long since taken on responsibility.

OSINT & Community Monitoring

Top IT talents are rarely actively searching - but are visible via digital signals. We work with OSINT techniques, Boolean Logic, X-Ray Search and semantic scoring to track down technological relevance. Among other things, we analyse GitHub repos, Stack Overflow tags, speaker listings, certificates, specialist articles and domain mentions - and recognise who is leading the field before they want to be found.

👉 Where others search for keywords, we recognise tech signals in context.

AI, Vector Search & Prompt Engineering

Our search queries are based on vector space analysis, semantic similarity and custom prompts for large language models. We analyse how someone talks about technology - not just whether they mention a keyword. For example, we find candidates who manage Kubernetes deployments without ever saying "DevOps" - because their language, tools and projects fit semantically. Precision instead of coincidence.

👉 We recognise patterns where others are waiting for terms.

Personal approach & sustainable dialogue

Good people don't respond to standard emails. Our approach is relevant, context-sensitive and technology-savvy. We analyse profiles in depth, formulate individual hooks and speak the language of the target group. Whether developer, architect or CTO - we meet at eye level and generate conversations, not rejections. Those who don't (yet) switch will still remember us.

👉 If you want to make an impact, you have to have conversations - not send out templates.

This is how our search works

With us, every search begins with understanding - and ends with a suitable match.

Our methodology is based on analysis, the use of technology and precise implementation - not on gut feeling or database filters: technology-based IT recruiting.

In the kick-off, we not only analyse the role, but also the:

Tech stack & system architecture
Real scope for decision-making
Stakeholder map
cultural requirements
Medium-term objectives of the role

We create a Function-related target imagethat goes far beyond job descriptions - as a basis for sourcing, evaluation and communication with candidates.

👉 No off-the-peg briefing - but a deep understanding of the role.

We translate the target image into a Search logic profile - with clear patterns, alternative titles, tool combinations and action signals. We use methods such as Skill mapping, negative filters and sourcing paths along real career patterns.

This creates a Customised sourcing strategythat is geared towards the target group - not search masks.

👉 We know who we are looking for - before we even start.

We combine semantic search, OSINT, Boolean queries, vector search and contributor signals with structured manual testing. Each profile is validated individually - professionally, logically and culturally.

Only profiles that function in the system context of your organisationare on the longlist - all others are deliberately excluded.

👉 Our shortlists are not a product of chance - they are the result of genuine recruiting intelligence.

The best talents receive enquiries every day - but hardly any relevant ones. We rely on Precise, personalised approach with technical relevance, professional added value and real prospects.

Our communication is individualised, clearly positioned and deliberately formulated in a high-quality manner - No mass mailings, no empty phrases, no copy-paste mails.

👉 We have conversations before others even get an answer.

Your search has one goal: to successfully find talent!

We do not fill roles at any price - We find people who can make an impact in your system.
This does not require mass, but method.

What you gain with indivHR:

✅ Precise selection: Only candidates who fit professionally, logically and culturally.

✅ Fast processes: Structure, focus and technology instead of endless CV lists.

✅ More commitments: Relevance in the approach leads to higher completion rates.

✅ Better positioning: Your role is communicated as it is intended - technically and credibly.

👉 Recruiting is not a gut feeling for us - it's a data-based strategy.

Now together Start

You don't want average applications, but excellent candidates?
Then let us talk - with a clear vision, sound methodology and a real understanding of the market.

Book a non-binding consultation

Technology-based IT recruiting

Your questions, our answers

How does Vector Search work in recruiting?

Vector Search analyses semantic similarities - not just keywords. This allows us to find candidates whose competences logically match the target profile, even if the terms do not match exactly.

How does indivHR use AI in the candidate search?

We use Large Language Models (LLMs) for semantic matching, intelligent prompting and the analysis of tech profiles - as a supplement to manual assessment by experienced recruiters.

How quickly can indivHR deliver suitable candidates?

Depending on the role, you will often receive the first validated profiles within 14 days - including a professional assessment and personality reference.

What is OSINT and how does it help in the IT recruitment process?

OSINT (Open Source Intelligence) uses publicly accessible information - e.g. forum posts, code contributions, certificate registers - to track down hidden IT talent that is not present on traditional platforms.

Why is LinkedIn alone not enough?

Because many experienced IT experts do not actively search, rarely respond or do not maintain up-to-date profiles. We use LinkedIn specifically - but go far beyond that (e.g. GitHub, Stack Overflow, community data).

How does indivHR ensure that candidates really fit?

Through precise role analyses, structured briefing, data-based research and personal interviews. We check both professional and cultural fit - before you even see the CV.