Built for industrial SMEs with serious hiring challenges
Who I help
Built for industrial SMEs with serious hiring challenges.
I work with companies in technical and engineering-driven markets — where the wrong hire or a role left open too long has real operational consequences.
Industrial SMEs
Small and Mid-size companies in manufacturing, mechanical engineering, and related sectors.
Engineering-driven businesses
Hydraulics, drive technology, automation, materials handling, and industrial supply chains.
Technical & executive roles
Sales engineers, development engineers, technical sales leads, construction and R&D managers.
Limited internal capacity
Companies with urgent vacancies and no structured recruiting process to fall back on.
Common recruiting bottlenecks
Where recruiting breaks down in industrial companies.
Critical Roles stay open too long
No clear sourcing strategy, no access to passive candidates, no traction.
Job ads miss the relevant market
Generic postings that attract the wrong pool — or no one worth interviewing.
Recruiting lacks ownership and structure
No clear process, unclear responsibilities, no feedback loops between HR and the business.
Hiring managers lose time
Unclear briefs, unqualified candidates, repeated screening rounds with no result.
Cost of Inaction
An unfilled key role isn't just an HR problem.
Every week a critical position stays vacant has a cost — often measured in missed revenue, delayed decisions, and management attention pulled from where it should be.
Delayed growth
Projects stall. Sales cycles extend. Expansion plans lose momentum without the right people in place.
Operational bottlenecks
Teams stretch thin. Dependencies multiply. Output quality declines when critical capacity is missing.
Management distraction
Senior leaders fill gaps, cover roles, and lose focus on strategy — a compounding cost few measure.
Lower hiring quality over time
Urgency drives compromise. Rushed decisions produce hires that don't stick — and restart the cycle.
Three Solution Path
Not every recruiting challenge needs the same solution.
Depending on whether the challenge is acute, structural, or both — there's a different and more precise path forward.
How B:REX works
A structured process — from bottleneck to measurable improvement.
Every engagement starts with clarity on what's actually blocking progress.
Clarify bottleneck
Step 01
Understand the actual hiring challenge — not just the open role, but the root cause behind it.
Define the right path
Step 02
Direct search, enablement, or combined — based on what will create the most durable improvement.
Execute with precision
step 03
Structured sourcing, qualified candidates, clear process — using modern methods and the right tools for the job.
Create lasting improvement
step 04
Better hiring outcomes — and where relevant, stronger internal capability for what comes next.
What changes afterwards
Concrete outcomes, not vague improvements.
What working with B:REX actually changes in your recruiting reality.
Faster access to relevant candidates
Including those who aren't actively applying — reached through structured direct search and targeted sourcing.
Clearer recruiting ownership
Defined responsibilities, structured briefings, and less time lost in unclear processes.
Stronger sourcing capability
Better use of modern sourcing tools, smarter search strategies, and AI-supported workflows where they add real value.
Less dependency on external recruiters
Where the goal is internal capability, the result is a recruiting function that stands on its own.
More predictable hiring
A process that scales — not one that restarts from scratch every time a new role opens up.
Why B:REX
Not just placement. A different kind of recruiting expertise.
B:REX combines direct search, recruiting enablement, and structured process thinking — because filling a role solves today's problem. Building recruiting capability solves the ones after that.
Why work with me
Over 7 years in technical recruiting. In the industries that matter to you.
I'm Stefan Janzen — recruiting consultant, headhunter, and certified AI expert (DBU). My focus is industrial SMEs and engineering-driven markets: mechanical engineering, hydraulics and drive technology, automation, materials handling, and technical sales.
Deep industry focus
Specialized in engineering, technical sales, and industrial SME hiring — not a generalist covering every sector.
End-to-end recruiting depth
From role briefing and sourcing strategy to direct search, candidate assessment, and structured profiles. Not just candidate delivery.
Process perspective
I've helped clients improve briefing quality, role profiles, and recruiting structures — not just fill the vacancy in front of them.
Pragmatic use of modern tools
Certified AI expertise applied practically — not AI hype, but real use cases: smarter workflows, better sourcing prep, more efficient candidate communication.
Clear and direct
Honest assessments. No pressure. A focus on what actually works — even when that means saying what's hard to hear.
Vision
Make recruiting sustainable, efficient, and independent.
Ready to transform your recruiting?