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Our cases and approaches have been published in the following publications:

Forbes, HR Republic, VC.ru, Kursiv

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We share our expertise in industry-specific areas, interpret trends, and shape the market.

Our Mission

Helping businesses find and retain the best.
Building teams that deliver results.

What sets us apart from others

Partnership is not just a service. We deeply study your business tasks, we are not limited to filling vacancies.

Speed ​​and quality. We close positions within 15 business days. Technologies in HR. We use AI, metrics and automation to make the selection clear and transparent.

Transparency and guarantee. We do not just submit a resume, but accompany you through the entire recruitment and adaptation process.

They trust us:

We are trusted: Strong brands choose strong partners.
95% of clients return to us after the first project.
Our candidates stay with the companies for more than 4 years.

We have completed hundreds of complex projects, and our methods have been appreciated by the largest companies:

"Over 300 vacancies have been closed during 8 years of cooperation… excellent knowledge of the candidate market, individual approach, adherence to work ethics” — MMC Rus (formerly ROLF)

“A reliable partner ready to solve complex tasks… candidates are always motivated and focused on the job” — SIBUR

“Consort Group has proven its ability to implement the most complex and unusual projects” — Sberbank

“Clearly organized and professional. Employees are true professionals” — Aeroflot

Data-driven HR is no longer optional. Companies increasingly use analytics to predict employee turnover, evaluate recruitment channels, and develop strategies based on data rather than assumptions.

A MORE FLEXIBLE WORKFORCE

Economic uncertainty is driving demand for flexible workforce models, including temporary staffing, freelance talent, and blended employment structures.

This approach provides business agility while giving employees greater freedom.

In 2025-2026, HR goes beyond recruitment, focusing on people experience, HR technology, and organizational flexibility. Companies that adapt quickly to these trends will gain a lasting competitive advantage.

7. DATA-DRIVEN DECISION MAKING

Candidate experience and employee experience (CX and EX) are critical factors in modern HR. Candidates routinely review employer feedback on social media and blogs before accepting offers. Transparent hiring processes, personalized communication, and a clear employer value proposition (EVP) are essential for building a strong HR brand.

6. Data-driven HR is no longer optional. Companies increasingly use analytics to predict employee turnover, evaluate recruitment channels, and develop strategies based on data rather than assumptions.

Candidate experience and employee experience (CX and EX) are critical factors in modern HR. Candidates routinely review employer feedback on social media and blogs before accepting offers. Transparent hiring processes, personalized communication, and a clear employer value proposition (EVP) are essential for building a strong HR brand.

5. EXPERIENCE OVER JOB TITLES

Hybrid work models combining office and remote work have become standard, expanding access to global talent, increasing employee engagement, and optimizing costs

Companies that insist on fully office-based work risk losing top professionals to more flexible competitors..

4.NEW WORK MODELS AND FLEXIBLE FORMATS

Artificial intelligence has moved from a distant “future” to a core element of modern recruitment. AI is now used for automated resume screening, candidate success prediction, and algorithm-based interviews.

However, the final hiring decision should remain human-led. Over-reliance on algorithms can undermine personalization and fairness in candidate evaluation.

The labor market is changing faster than ever. New technologies, economic uncertainty, and shifting employee expectations are forcing companies to rethink traditional recruitment and employee retention strategies.

Below are the key HR trends that will shape talent management over the next two years.

RECRUITMENT TRENDS IN 2025-2026: WHAT EMPLOYERS NEED TO CONSIDER

Mental health and financial wellbeing are now top priorities. Companies are moving beyond basic benefits, offering personalized perks, mental health support, and flexible compensation packages.

Employees expect holistic support from their employers.

3. EMPLOYEE WELLBEING COMES FIRST

Employers are increasingly prioritizing practical skills and competencies over formal degrees, especially in AI-driven and green economy roles where traditional education paths are limited.

Proven skills and hands-on experience matter more than academic credentials.

2. SKILLS OVER DEGREES

Forget the phrase “war for talent”. In 2025, hiring is no longer a war but a high-speed chess game, where your main asset is not an army, but a few key players capable of changing the outcome.

Choosing a recruitment agency is not about personal chemistry with an account manager or chasing the lowest price. A mistake in hiring a top executive or key specialist can cost a business millions. Selecting a recruitment partner should be treated with the same level of seriousness as choosing a strategic vendor.

Here are 5 key criteria to consider when selecting a recruitment agency:

• You receive resumes without a clear explanation of why the candidate is a strong fit.
• Reporting is purely quantitative, such as “200 resumes reviewed”, with no insights or outcomes.
• Recruiters avoid asking difficult questions about your company culture or past hiring failures.
• They cannot explain how they source passive candidates who are not visible in open job markets.

Final advice: do not rush into a long-term contract. Start with a pilot project. Assign the agency one or two challenging roles and evaluate the results.

A strong recruitment agency in 2025 is not just an intermediary. It is an external expert that becomes an extension of your team and helps build your business through the right talent.

5. RED FLAGS WHEN WORKING WITH A RECRUITMENT AGENCY

 If an agency claims to specialize in IT recruitment, clarify what exactly that means. Ask which roles they have filled, at what level, and for which companies. Hiring an AI engineer and recruiting an industrial cybersecurity expert are two very different challenges.

Ask the recruiter to name three key hiring challenges in your industry, such as FinTech or GameDev. If they cannot answer, they likely lack real market expertise.

2. DEEP SPECIALIZATION, NOT A “ONE-SIZE-FITS-ALL” AGENCY

A single negative LinkedIn review can deter dozens of qualified professionals. That is why it is essential to understand how the agency manages candidate experience.:

• Do they provide feedback to every candidate who reaches the interview stage?
• Do they use clear and respectful communication templates?
• How fast and transparent is the recruitment process?
• Ask for examples of candidate communication.

This will reveal a lot about the agency’s professionalism and recruitment standards.

4. CANDIDATE CARE IS EMPLOYER BRAND CARE

In 2025, effective recruitment is driven by technology. Ask the following questions:

• Will they provide a candidate funnel dashboard with real-time data?
• Can they predict the likelihood of a candidate accepting and starting the role?
• How do they assess soft skills: interviews only, or simulations, assessments, and gamified tools?
• If the answer is “we use AI” without specifics, it is likely just a marketing claim.

3. TECHNOLOGY AND DATA, NOT MARKETING PROMISES

A strong recruitment agency does not simply search for a “marketer” or “developer”. It understands why your business needs this role and what outcomes the hire must deliver.

A poor brief: “We need a Head of Marketing.”

A strong brief: “We are entering the Asian market and need a Head of Marketing who can deliver 3,000 B2B clients within nine months and has managed a $2M marketing budget.”

This approach immediately distinguishes business-oriented recruitment partners from agencies that simply forward resumes.

1. THE AGENCY THINKS IN BUSINESS OUTCOMES, NOT JOB TITLES

HOW TO CHOOSE A RECRUITMENT AGENCY: 5 CRITERIA THAT CAN SAVE YOU MILLIONS

Every leader has asked at least once: “Why do top performers leave?” or “Why has candidate response declined?”. Many companies assume compensation is the issue. However, the 2025 talent market shows that people are looking for more than just salary.

Today, candidates choose employers as carefully as they choose brands or services. Without a clearly defined EVP (Employer Value Proposition), job openings may lose the competition even at similar salary levels. Simply put, EVP explains why someone should work for your company. It is not a generic careers page statement, but a real promise supported by actions and company culture. At its core, EVP is a balance between what the company expects from employees and what it offers in return.

• HR teams gain a powerful tool for recruitment and retention.
• Marketing strengthens the employer brand.
• Leadership gains business stability and predictability.

With over 30 years of experience in the CIS market, we have helped hundreds of companies build strong HR brands and develop EVP strategies that deliver real business results. We have seen clear value propositions cut hiring timelines in half, reduce attrition, and attract hard-to-find specialists.

One of our recent cases involved a major consumer electronics retailer in Kazakhstan, where the EVP focused on “career growth from entry level”. The result? In one year, twice as many candidates were attracted to frontline roles, and several employees advanced to department and store management positions.

In 2025, EVP is not a trend. It is a strategic tool that transforms not only HR, but the entire business. EVP is a promise a company makes to its people. The clearer and more authentic it is, the faster the company attracts and retains the right talent.

If you want your job openings to work for you and your employees to be proud of your company, start by building a strong EVP. This step defines not only HR success, but the future of your business.

A WELL-DEFINED EVP WORKS ACROSS MULTIPLE AREAS

It is important to remember that EVP cannot be invented in isolation. It must reflect real business values and employee expectations. To achieve this, companies:

• Analyze the current situation, understanding what employees value and why they join or leave.
• Study the market and competitors’ EVP strategies.
• Identify unique strengths and differentiators.
• Develop a clear EVP message and integrate it across all touch points, from job descriptions and interviews to internal culture.

HOW TO BUILD A STRONG EVP TODAY

• Talent competition is intensifying.
• Top professionals choose companies where they feel valued.
• HR becomes part of the brand. EVP directly impacts employer reputation in the market.
• Resource efficiency.
• A strong HR brand reduces hiring costs and speeds up vacancy closure.

Loyalty and engagement. EVP helps retain employees and build highly committed teams.

WHY EVP HAS BECOME A KEY FACTOR IN TALENT COMPETITION

• Career growth opportunities, professional development, and long-term progression within the company.
• Financial rewards, including salary, bonuses, benefits, and compensation packages.
• Company culture, mission, leadership style, and corporate DNA.
• Flexible working conditions such as remote work, flexible schedules, and work-life balance.

Employer reputation, a company employees are proud of and happy to recommend.

OUR ANALYSIS SHOWS THAT A STRONG EVP INCLUDES:

HOW CAN COMPANIES WIN THE TALENT COMPETITION TODAY?

AI can speed up screening, support resume analysis, and reduce overall recruitment costs. Use tools that help plan hiring and allocate resources efficiently, especially for small businesses where hiring mistakes can be expensive. However, relying entirely on automated selection is risky. Today, AI is still not advanced enough to capture the many nuances of real-world hiring decisions. Business Insider

Align hiring goals and candidate profiles with senior leadership and key stakeholders across business units.
Build and maintain a candidate pipeline, including internal talent pools, external recruitment partners, and employee referral programs.
Develop sourcing strategies for both active and passive candidates.
Encourage and reward Intrapreneurship. Many successful initiatives in large companies start with ideas from engaged, loyal employees.

6. CREATE A STRATEGIC TALENT ATTRACTION SYSTEM THAT INCLUDES:

Build a structured and transparent recruitment process from job description to job offer, with clear time tracking, automation tools, and reporting. A recruitment funnel is not a trend, but a requirement for sustainable hiring. It is widely used across roles of all levels, from executive search to high-volume frontline recruitment. Potok

2. IMPLEMENT A MANAGEABLE RECRUITMENT FUNNEL

7. ADOPT AI IN RECRUITMENT, BUT DO NOT RELY ON IT COMPLETELY

The better you communicate your mission, values, and EVP (Employee Value Proposition), the more attractive your company becomes to candidates. A strong employer brand improves talent attraction and makes it easier to hire high-quality employees.

5. BUILD A STRONG EMPLOYER BRAND

A strong job description is already half the success of hiring the right people. Focus on key competencies: responsibilities, KPIs, must-have and nice-to-have skills, and critical personal attributes. This makes candidate screening more transparent and improves hiring quality for everyone involved.

4. WRITE HIGH-QUALITY JOB DESCRIPTIONS

If you do not yet have an ATS, implement one and ensure your team is trained to use it. An ATS helps you store and organize resumes, publish job postings, track candidate stages, and collect recruitment analytics, all in one interface. Success depends not only on implementation, but also on training hiring managers and teams, so plan resources for onboarding, guidelines, and workshops.

3. USE AN APPLICANT TRACKING SYSTEM (ATS)

Create a detailed hiring plan for the year ahead. Define hiring goals, the number of roles, role prioritization, timelines, sourcing channels, and candidate requirements. This approach supports scalable growth and helps plan recruiting budgets and resources in advance.

1. START WITH A STRATEGIC HIRING PLAN

EMPLOYER GUIDE: HOW TO BUILD A RECRUITMENT SYSTEM IN 2025-2026

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30 years of experience. One focus: people. We are Consort, a recruitment and HR consulting agency with three decades of expertise, helping businesses grow through strong teams.

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