As Recruitment Business Partner, we oversee the HR processes of our clients. Not only do we coordinate the recruitment process and ensure smooth onboarding, but we also manage talent, internal communication, and trainings. We understand long-term needs of our clients and translate them into effective actions.

Our in-house social media team members are efficient, self-reliant, and effective professionals who know how to reach people interested in temporary work. One of our activities is conducting educational campaigns on how to prepare for a job interview or write a CV.

In the recruitment process, we employ a two-stage decision process based on six key categories, ensuring accuracy in the selection of candidates. We keep the client updated on the outcomes and challenges we have encountered. With us, reaching a decision and selecting the best candidate becomes much easier.

If you are looking for someone for an entry-level position (A), we create an advertisement, publish it in the right places, and provide you with the profiles of chosen applicants. We can also vet the candidates for additional skills or confirm their willingness to work (B). If you are looking for someone for specialist positions (C–D), we offer a two-stage recruitment to carefully scrutinise both the candidates’ competences and relevant formalities.

We deal comprehensively with the hiring of a full crew for new or acquired plants. Greenfield projects, in which work is done from scratch, tend to be quite complex, which is why it’s worth handing relevant processes over to an experienced company. Steam has been managing them for years.

Every client, every candidate, and every single recruitment teaches us something new. We carry out more than 1,500 recruitment processes a year in five languages. Considering this scale, we are able to handle any assignment.