Strategic Recruitment Partnership
Strategic Recruitment Partnership
Some hiring processes stall. Not because the right people don’t exist — but because the internal structure, capacity, or process isn’t in place to run it well.
I work alongside and with your People & Culture team — bringing structure, senior judgment, and a full-process perspective to your most important hires. Typically 1–2 days per week on a retainer or project basis.
How it works — most organisations reach out for one of these reasons
Your team is at capacity and the recruitment process is slipping
You’re seeing too many failed hires and not sure where the process breaks down
Your hiring managers are too busy, too inconsistent, or lack structured interview skills
Candidate follow-up is falling through the cracks and your employer brand is taking the hit
We look at the full process — from role definition to final decision. Structured interviews and decision frameworks your team can actually use. The why, when, and how of assessments, cases, and profiling tools. The process is secured — every step documented, calibrated, and followed through.
Who I work with
Danish and international organisations — large and mid-sized — with a People & Culture function that needs senior external support, either ongoing or for a specific hire. Clarity and consistency, whether you’re hiring one or ten people.
What I bring
15+ years across corporate and independent advisory roles, with a consistent track record of structuring and securing recruitment processes across organisations of different sizes and sectors. I know what a well-designed process looks like — and I know how to build it from where you are now.
More about Helena Risager
How it works
Three steps to a stronger process
01
We align on your situation
We get clear on where the process is breaking down. Overload, failed hires, inconsistent hiring managers, or gaps in how candidates are assessed. We diagnose the real issue first, so the solution actually fits.
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02
I take ownership of what matters most
Depending on where the pressure is, I step in where it’s needed: process design, structured interviewing, hiring manager guidance, and evidence-based candidate assessment. Full ownership or targeted support. We decide together.
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03
You make a confident decision — and build a stronger process
The outcome isn’t just a hire. It’s a well-considered match between role, person, and organisational context, backed by a rigorous process your team can stand behind. My ideal engagement combines the strategic and the operational, supporting your team in building a valid process and staying involved over time, so the rigour becomes part of how you work.
What the work includes
Advisory on recruitment strategy and process design
Precise competency and role clarification with focus on business impact
Strategic sparring with leaders on level, scope, and success criteria
Structuring and optimising recruitment processes with clear milestones
Quality assurance of candidate dialogue, interview design, and decision frameworks
Coaching and guidance of internal recruitment teams over time
Engagement format
Typically structured as a weekly retainer or fixed-scope project.
I have worked with People & Culture teams across industries including pharma, financial services, and professional services — supporting everything from single critical hires to full process redesign.
Let’s talk
A 20-minute conversation is always a good place to start.