What is the House of Talent?

The House of Talent is a unique, original concept developed by GE Hunter to keep up with the most talented candidates to activate their driving power. It rests on working closely and proactively with talented individuals. We offer them guidance on the road to self-development and help them find a dream job or challenge their professional status. 

The concept consists of three steps. In the first step, the GE Hunter expert assesses the candidate to help discover one’s strengths and weaknesses. It takes a series of interviews.

GE Hunter experts get to know the candidate, trying to discover what type of organizational culture he or she will fit, letting talents thrive and achieve the next levels of leadership. 

The candidates have an opportunity to see their professional future in terms of further development, determining goals, and understanding their motivations. All those factors compose the driving power of the candidate, the assets he or she can offer to the employer. 

In the next steps, we sketch a plan of action and start a broad, proactive campaign to support the candidate in all types of job searching activities: upgrading the curriculum, screening the market for opportunities, and finally presenting candidates to possible, well-considered employers, tailored to candidate’s needs.

House of Talents – stages:

1. Assessment

At this stage, we help candidates discover their strengths and weaknesses, and we show them how they will develop on the way to success. 

Assessments and strategy planning an active dream job search are made during the series of interview sessions.

2. Coaching and mentorship

GE Hunter experts stay in touch with the talent to help keep the career on the right track. We support the candidates in their process of self-development and thinking of future aspirations. It includes working on the following issues:

  • Preparing the professional CV that reflects and highlights the candidates achievements on the career ladder up to date
  • Preparation for interviews, in general, and in particular (in the recruitment process)
  • Delivering market updates concerning interesting positions and companies in various countries
  • Providing market salary feedback 
  • Providing information about the chosen company culture (matching and checking)
  • Stay in touch and thus becoming a coach for the candidate on the long journey

3. Career plans and guidelines

With solid background professionally prepared on the previous stages, the candidate is ready to move forward immediately or planning his/her long-term career. But GE Hunter provides further assistance in executing the dream-job search activities when a candidate has long-distance plans. Our help covers:

  • Mentoring and supporting the perception of the talents themselves and future choices
  • Planning career steps through continuous brainstorming, challenging the status quo, and shifting from the thinking mood into action mode with the plan of activating driving power
  • Based on the agreed and tailored strategy plan, presenting to clients through the House of Talent introduction to companies

Welcome to the House of Talent!

House of Talent helps to understand the real abilities of the candidates. It allows us to match people with perfect positions, making the most of their connection. We know that the right candidate, with his or her experience and attitude, will fill the gap in the company, adding real value by delivering a new driving power to the organization and people around.

TRUST Concept at a glance

Our mission is to provide headhunting services tailored perfectly to Your needs. In our relationships with clients, we base on trust and confidence. That’s how we can understand the very core of the organization and prepare the strategy for making the best match for the position.

The trust is also a foundation of our relations with candidates, as they believe we find them a place to realize their passion, ambitions, and long term aspirations.

We have proven that it is an effective way of working. Our candidates go up the career ladder and stay within the companies for an average time of four years. 

Our secret weapon is the TRUST concept, an acronym for Talent, Research, Understanding, Solution, and Timing.


T – for Talent

We can find talents who are not even seeking jobs actively. We work with the employer to define the position requirements with precision and deep consideration. We think out of the box, searching in non-obvious places, thanks to our big contact network and original tools, like the House of Talents. We can find experts from the most extraordinary fields of expertise, from various countries, and different cultures. Just the talents you need. 


R – for Research

We work with candidates every day. Every time we approach a wide range of candidates, targeting already established contacts and companies agreed in the strategy. We go even further – we approach inactive candidates, quite happy with their current positions. But life is all about change, isn’t it?

Every candidate is exceptional to us, but we treat all of them fairly and individually. Our experience and knowledge are crucial for understanding the needs of both sides of the process, as we work to match them in the best possible way, bringing synergy effects. 


U – for Understanding

Yes, understanding plays a key role in our approach to the client’s needs. We have 20 years of experience in the market, and we are closely keeping an eye on the trends. Organization philosophy, mission, atmosphere, structure, scope of business, we don’t miss a thing when building up a strategy of finding the perfectly matching candidate. We facilitate cultural transitions with sense and tactfulness. We put great care into confidentiality matters. 


S – for Solution

We think out-of-the-box to find the best candidate. When the client challenges us, the better. We can run our creativity and flexibility mode and prepare a solution tailored to our client needs. To fully understand the situation and ensure consistency, we work with the same person during the whole process. We coordinate with the briefing sessions and prepare weekly reports to keep the client up with the progress.  


T – for Timing

Proper timing is essential. To achieve the best results in a reasonable time, we need to plan every step carefully. 

With wide resources at hand, and following the agreed strategy, we can conduct our research by quickly identifying people who are potentially interested in the position.

We can present a shortlist within four weeks.

The interview process is subject to employer availability to meet the candidates. With good cooperation, we can complete this task within two weeks. When we commit, we deliver on time. 


You do not get trust in one minute. You need to earn it, and we know we can do it. 

When we successfully select the best matching candidate for the organization we see it as a win-win, for all of us, the candidate, the company, and the headhunter. It works when we trust each other. 

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