LPMS - Liebwein Recruiting.Human.Resources.

Here you will find the answers to frequently asked questions

Click on the most frequently asked questions from clients.
If your question is not included, please contact us!

CONTACT: fragen@LPMS.de

Overview of the FAQ

Which companies does Liebwein target?

Our customers include international corporations as well as medium-sized companies, family businesses and start-ups – the range of companies with which we have often worked in a trusting manner for many years is broad and cross-sector. The focus is mainly on the placement of specialists and executives in the commercial and technical area. What unites our customers is the understanding that successfully filling a vacancy requires a targeted search and an efficient and fast process in which everyone involved works hand-in-hand on an equal footing.

What range of services does Liebwein offer?

Our range of services includes both the recruitment of specialists and executives for permanent employment (PERM) and the provision and management of temporary resources (TEMP). In addition, if you wish, we can take over your complete in-house recruiting (RPO) as an external service provider. We conduct more than 12,000 specialist interviews a year and currently have a network of more than 25,000 qualified professionals and specialists.

In which industries and functions does Liebwein specialize in?

In general, we work across industries and functions with the following focal points:

  • Electronics & Semiconductor
  • Sales & Marketing
  • Customer Service
  • Tax & Legal
  • Finance & Accounting
  • Office & HR
  • Supply Chain & Logistics
  • IT & Digital
  • Engineering
Which regions does Liebwein cover?

We recruit employees as part of personnel placement for the entire DACH region (Germany, Austria and Switzerland).

What distinguishes Liebwein?

Our core competencies and values ​​include in particular:

  • Deep industry and market know-how
  • Continuous development
  • High quality standards
  • Rreliability
  • Mindfulness

This is also reflected in the professional and respectful interaction with employees, candidates and applicants, which is also confirmed by our excellent kununu ratings:

kununu-Score: 4.7/5.0 with more than 100 ratings and a recommendation rate of 100%

What is Liebwein's core competence?

One of our core competencies is the professional and targeted direct approach to specialists and managers within the framework of individually defined projects. We identify and select suitable candidates according to your requirement profile using a structured and efficient process. We pay attention to the professional agreement as well as to the “personal fit”.

Why is Liebwein the right personnel service provider for you?

With Liebwein you gain a reliable partner who has in-depth market know-how and brings “people” together efficiently and appropriately with commitment, professionalism and ethical responsibility. For this reason, our customers work successfully and, above all, in the long term with us!

What contract constellations are there for recruitment?

Work with us on the following basis:

  • Contingency: Potential candidate proposals in the context of a success-based search
  • Retained:Prioritized exclusive search with resultoriented payment in partial steps

We are happy to prepare an individual offer for you that is adapted to your needs.

What are the advantages of hiring out employees?

An employee is in the permanent employment relationship of a personnel service provider or temporary work agency and is assigned to a client or customer company for a specific period of time. The client has the right to issue instructions but no employment risk. This offers high flexibility, low risk and cost security when covering increased order volumes, short-term staff shortages or temporary project assignments. Or for strategic reasons, for example if a headcount has not yet been released; a transfer for direct employment is possible at any time. As part of the hiring out of employees, you pay an agreed hourly rate for the hours worked. Depending on the vacancy, this is usually calculated with a factor of 2.0 – 2.3 on the employee’s gross hourly wage and thus includes all ancillary wage costs and service costs.