People's Place

People's Place creating meaningful professional connections across national borders ✨ Our commitment: People first!

Cross-border recruitment excellence

Operating across Europe, we connect top talent with leading companies, acting as your trusted partner in finding ideal career opportunities & building exceptional teams. Our extensive international experience, multilingual team, & tailored approach set us apart in the recruitment landscape. Why choose us?
• Expertise in cross-border recruitment: We specialize i

n navigating the complexities of international hiring, ensuring a seamless process for both companies & candidates.
• Innovative sourcing techniques: We leverage cutting-edge sourcing methods & technology to attract outstanding talent, ensuring you have access to the best opportunities & professionals available.
• Consultative partnership: Beyond recruitment, we provide continuous support & advice, helping you make informed decisions that drive long-term career & business growth.
• Cultural fit focus: We prioritize cultural alignment to ensure that new roles & team members complement each other, leading to higher retention & satisfaction.
• Multilingual team: Our recruiters speak a dozen languages, including Czech, English, Finnish, German, Hungarian, Portuguese, Spanish, Swedish, Italian, French, Albanian & Greek, facilitating clear communication & cultural understanding.
• Proven success: We’ve placed over 800 professionals worldwide, with a dropout rate of less than 2.5% during probation.
• Comprehensive sector coverage: We recruit primarily in IT, Medical Devices, Pharma, Automotive, Logistics, Finance, Engineering, Languages, Technical Support, Customer Service, & Sales. Our way of working: "Excellence is doing ordinary things extraordinarily well." – JWG

We see ourselves as a valuable resource & knowledge hub, ready to support you in finding the best career & talent opportunities. Clients & candidates can rely on us to deliver exceptional results.

When recruiting becomes consulting ✨A client from the chemical industry initially asked us to recruit for an Internal Sa...
10/09/2026

When recruiting becomes consulting ✨

A client from the chemical industry initially asked us to recruit for an Internal Sales position. But during our discussions, it became clear that the business actually needed something different: a role much more focused on Sales Controlling.

So instead of simply searching for the original profile, we worked together. We discussed the market, challenged the requirements and jointly developed a new role that better reflected what the team really needed.

The client also gave us the flexibility to consider both full-time and part-time candidates — especially valuable in a challenging location.

And it worked. ✅

The best part? The successful candidate found an opportunity she probably would never have discovered through a traditional job search — because this exact position didn’t even exist when we started.

That’s what I love about recruitment. Sometimes the best candidate isn’t found by searching harder.

Sometimes you find them by creating the right role together. 🚀

Sales ChemicalIndustry

If you’re hiring for specialised medtech roles in the Netherlands, you’re probably competing for the same few people as ...
04/09/2026

If you’re hiring for specialised medtech roles in the Netherlands, you’re probably competing for the same few people as everyone else. 🇳🇱

That was the reality for one of our clients looking for an Account Manager (m/f/d) in the Netherlands with very specific requirements regarding experience, technical understanding and personality.

And for good reason: the systems involved are highly sophisticated medical devices used in critical care environments. Selling solutions like these requires much more than traditional sales skills.

This wasn’t a search you solve by browsing CVs. It called for a sharp nose for the right clues and a bit of detective work. 🔎

The challenge:
🔍 A very small talent pool combining sales expertise, technical understanding and experience in hospital environments
🤝 Close collaboration with Clinical Specialists and hospital stakeholders
🌍 The best candidates are usually not actively looking

Our approach:
Our colleague Christina led the search – with persistence and a very good instinct:
• In-depth market mapping
• Personal outreach to passive candidates
• Detailed conversations to assess technical and personal fit
• Close alignment and fast feedback with our client

The result:
✅ Placement completed
✅ The right technical AND personal fit
✅ A successful process despite an extremely narrow market

The Dutch market isn’t about keyword-matching CVs. It’s about knowing where to look, who to approach and how to recognise the right person.

So next time you’re wondering who can help you hire specialised talent in the Netherlands, think of us. 🙋🏻‍♀️🇳🇱

And a well-earned shout-out to Christina, our sharpest-nosed detective. 🕵️‍♀️👏

Case closed. 🔎

We recruit for industries where precision is everything: Mechanical engineering. Medical technology. Complex systems whe...
28/08/2026

We recruit for industries where precision is everything: Mechanical engineering. Medical technology. Complex systems where one wrong component can compromise the whole. ⚙️

And yet, after more than 50 years of combined experience in technical recruiting, the lesson that has stayed with us the most has nothing to do with specs, qualifications, or technical requirements. It’s this:

The most important thing about a great technical hire is never on the CV. It’s the way they think under pressure. The way they navigate complexity. Not just mechanical, but human. The way they take ownership in environments where the margin for error is razor-thin.

We’re not engineers. We never claimed to be.

But over decades of working alongside technical decision-makers, filling key positions across mechanical engineering and medical technology nationally and internationally, we’ve developed something that no job description can capture: a genuine feel for the people who thrive in these environments. 🌱

That feel comes from thousands (!) of conversations. From international projects across 20 countries. From learning again and again that a role is never just a list of requirements. It’s embedded in processes, cultures, markets, and strategic goals that shift constantly.

Our clients have trusted us with increasingly complex mandates over the years. Not because we speak their technical language perfectly. But because we understand what’s really at stake when a key position stays empty or gets filled with a person who doesn’t truly fit the team.

At the end of the day, even in the most high-tech environments: Recruiting is, and always will be, a people business. We bridge the gap between technology and personality. With market knowledge, 50+ years of experience, and a deep understanding of the humans behind the résumés.

21/08/2026

Looking at these photos, I’m reminded of just how far this work has taken us. 🌍 And how much every single project has shaped who we are as a team.

Finland. France. Germany. Ireland. The Netherlands. Austria. Italy. Slovakia. Czech Republic. Spain. Hungary. The UK. Portugal. Brazil. Belgium. The USA. Poland. Denmark. Greece. Sweden.

Each country on that list represents real people. Real conversations. Sometimes, real life changes. And that’s exactly what makes this job so extraordinarily varied AND genuinely demanding at the same time.

Working across 20 markets means encountering an incredible diversity of people, perspectives, and personalities. It means learning, every single time, that where someone is from tells you far less about them than who they actually are. Two candidates from the same city can be worlds apart. Two people from opposite ends of the globe can be remarkably alike. That’s what keeps this work endlessly surprising.

In most of these projects, we had team members who spoke the language natively or trusted partners in our network who did. Not because language is everything, but because it opens doors. It creates the kind of trust that lets people show you who they really are — beyond the CV, beyond first impressions.

And that’s the part we love most.

Getting to meet so many different humans, hearing about their lives, their ambitions, their reasons for wanting something new in places we might never have otherwise had a reason to explore. That kind of exposure doesn’t just make us better recruiters, it makes us better at understanding people.

That’s not something you can learn from a textbook. It’s built project by project, conversation by conversation, person by person. And after 20 countries, we’re just getting started. ✈️

Some roles don’t need the biggest reach, but an experienced recruiter who speaks the local language! When a global leade...
05/08/2026

Some roles don’t need the biggest reach, but an experienced recruiter who speaks the local language!

When a global leader in injection molding technology came to us with a highly specialized Field Service role in the Czech Republic 🇨🇿, Michaela Özden took the lead!

She’s our Czech native speaker. Knows the market, the mentality, and how to have a real conversation with a passive candidate who wasn’t looking, until she called.

Here’s what makes international recruiting actually work:

1 - Speaking your target market’s language is the foundation of every great recruiter candidate relationship

The moment a candidate hears their own language spoken naturally, something shifts. Psychologists call it common ground theory. We instantly feel more understood, more at ease, more open with people who share our language and references. That openness unlocks honesty. And honesty unlocks the details that define a great placement.

2 - Local market knowledge beats global databases

Who are the key employers? What do specialists in Czech Republic actually value? Stability, travel, growth? What does „competitive salary“ mean in Brno versus Prague? Misa knows. Because she lived it.


3 - The best candidates move when the conditions feel right

Specialists are often committed to their current role and a big career move feels like a big leap. What makes that leap possible is trust. Cultural understanding. A conversation that feels safe enough to even consider change. That’s what turns „I’m not really looking“ into „tell me more.“

A personal approach like this is based on our belief that successful international recruitment is built on local market knowledge, cultural understanding, and direct communication in the candidate’s native language. It allows us to represent our client professionally while creating an outstanding candidate experience.

The same applies to local hiring managers. Being able to discuss a role in their own language creates trust, avoids misunderstandings, and makes collaboration much more effective. With Michaela, this has once again proven to be a very good match.

28/07/2026

Gilda is back. 🦩

Our favourite flamingo just returned from Vancouver Island — and she brought back more than just great photos.

She explored old growth forests where trees stand for over 800 years.
Watched humpback whales breach the surface like they owned the place.
Got absolutely humbled by mountains that don’t care about deadlines.

And somewhere between the silence and the scenery, she remembered something important…

You can’t pour from an empty cup. The most inspiring people are also the most curious people:
They read. They travel. They listen. They collect perspectives.

Because when you work across countries and dozens of cultures — the wider your world, the better your work.

Gilda came back with fresh eyes, a recharged spirit, and let’s be honest, a serious English boost.

Watch out. She’s ready! 🦩✨

There is a lot of pressure to present a „perfect“ CV.No gaps. No detours. No mistakes. ❌But real careers don’t usually l...
06/07/2026

There is a lot of pressure to present a „perfect“ CV.
No gaps. No detours. No mistakes. ❌

But real careers don’t usually look like that.
People take time off. They travel. They care for loved ones. They recover from illness. They simply realize that the path they were on no longer fits and change direction. And sometimes, it’s not them but their employers who make the decision - for the most various reasons.

None of these experiences automatically make someone a weaker candidate. What matters is whether you can explain them with honesty, ownership and reflection.

Growth is so much more convincing than perfection. Which is why you don’t need to apologize for a career gap or invent a heroic story. You simply need to help your interviewer understand the gaps (and you don’t need to wait for the interview to explain - whenever possible, provide context in your CV already).

A career gap isn’t your story. It’s just one chapter. And sometimes, it’s the chapter that teaches you the most. 🌱

🚨 Stop asking interview questions that everyone else is asking.„What’s the company culture like?“ or „What’s a typical d...
24/06/2026

🚨 Stop asking interview questions that everyone else is asking.

„What’s the company culture like?“ or „What’s a typical day in this role?“…
Hiring managers have heard these questions hundreds of times.

If you want to stand out, ask questions that reveal how you think.

Questions that uncover the real challenge
•⁠ ⁠„What problem are you hoping the person in this role will solve that hasn’t been solved yet?“
•⁠ ⁠„What’s currently preventing the team from making progress on that challenge?“
•⁠ ⁠„If I joined tomorrow, where would you want me to create impact first?“
💡 These questions show you’re already thinking beyond the job description.

Questions that define success
•⁠ ⁠„What separates an average performer from a top performer in this role?“
•⁠ ⁠„Six months from now, what would make you say: ‚We definitely hired the right person‘?“
•⁠ ⁠„If we met again in three years, what would have to happen for this to be a success story?“
💡 Strong candidates don’t just want a job. They want to know how winning is measured.

Questions that reveal what the company is really like
•⁠ ⁠„What is something outsiders usually misunderstand about working here?“
•⁠ ⁠„If you could change one thing about the company tomorrow, what would it be?“
💡 The answers often tell you more than any employer branding campaign ever could.

The question most candidates avoid
•⁠ ⁠„What concerns would you still have about my application today?“
💡 It’s uncomfortable. It’s direct. And that’s exactly why it works. You get honest feedback and often gain the chance to address objections before the interview ends.

Last but now least always remember: The best interviews don’t feel like Q&A sessions or interrogations. They feel like two sides figuring out whether they can build something great together in a natural flowing conversation.

This week, our work took us (of course only digitally) to 5 countries:Germany. Belgium. The Netherlands. Spain. Portugal...
19/06/2026

This week, our work took us (of course only digitally) to 5 countries:
Germany. Belgium. The Netherlands. Spain. Portugal. ✈️

Five different technical skill set requirements. Five talent markets. Five different cultures. Five sets of expectations about communication, about timing, about what a great opportunity even looks like.

And honestly? That’s the part of this job I never get tired of.
Because international recruiting isn’t (only) about finding the right person for the right role. It’s about understanding what drives people. And that looks different depending on where you are.

The moment a connection clicks across distance — there’s nothing quite like it. Hiring Managers in Germany, promising conversations with potential candidates all over Spain, Portugal and the Benelux countries. People who would never have crossed paths. And then they do. And it works.

That’s the small ✨extra✨ that makes this work feel like more than work.
We don’t just fill roles across Europe. We connect people who make each other better — regardless of the physical distance between them.

This week reminded me exactly why we do this. 🌍

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Ulm
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Mittwoch 08:30 - 17:30
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