Recruitment support services
Support for specific steps of the process, such as advertising the role, screening résumés or running tests. The decision and the management of the process stay with the company.
Recruitment and selection consulting for the positions that drive results
We run the hiring process end to end, from alignment to the finalist shortlist, with active search, DISC behavioral assessment and confidentiality. On average, within 15 days you choose among the best candidates in the market.
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clients served
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accuracy on the 1st shortlist
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days, on average, to the shortlist
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years of founders' experience in management and leadership
What we do
What a recruitment consulting firm does
A recruitment consulting firm is the partner that takes on hiring for key positions so your company can choose among finalists who have already been assessed, instead of screening dozens of résumés. The work starts long before any job posting: understanding the challenge of the role, the culture of the team and the profile that truly delivers results.
At Geração C3, this process is run by a team specialized in agribusiness value chains, the sector that drives most of the Brazilian economy, which is why we also handle executive positions in manufacturing, mining, logistics and energy.
What the consulting firm takes off your plate
- Alignment on the role, the context and the culture
- Mapping of the market and target talent
- Active search (headhunting) with a discreet approach
- DISC behavioral screening and technical assessment
- Interviews and validation of experience and track record
- Shortlist of finalists, in 15 days on average
When to hire one
Signs it is time to bring in a recruitment consulting firm
If your company recognizes itself in any of these scenarios, the in-house process is probably costing more than it seems.
Stalled strategic role
The position has been open for months
Every month without the right person costs results, overloads the team and delays decisions.
Confidentiality
The replacement must be discreet
When the current incumbent is still in the role, the search cannot be advertised under the company's name.
Lean structure
HR has no bandwidth for headhunting
Screening résumés and interviewing take hours the in-house team does not have for active search.
Bad hire
The last hire did not work out
A bad hire in a leadership role costs far more than a well-run process.
Tight market
Strong professionals do not show up
The best people are employed and only reach you through a direct, qualified approach.
Expansion
You need to build or grow a team
New units, branches or countries require several right hires in a short time.
Read the 5 signs it is time to outsource recruitment (in Portuguese).
Market terms
Recruitment agency, consulting firm or headhunter: what is the difference?
Recruitment consulting firm
Management of the full process, from alignment to shortlist, with accountability for the result. This is the Geração C3 model, always with active search.
Headhunter
A specialist in finding and approaching executives for leadership roles, including those who are not looking for a job. See our executive search.
How to choose
Generalist or specialized: why industry knowledge changes the outcome
A generalist firm knows hiring processes. A specialized firm also knows the client's business: the technical vocabulary, the competitors, the professionals who stand out and what sets a good executive apart in that market. That difference is what gets the right shortlist on the very first list.
If your company is in agribusiness or its value chain, see also our agribusiness recruitment and selection and our agribusiness executive search.
What to ask before hiring a consulting firm
- What is the method, and the average time to shortlist?
- Does the firm run an active search or only advertise the role?
- Does it know your industry and your competitors?
- How does it assess behavioral profile and cultural fit?
- How does it protect the confidentiality of the role and your brand?
- Does it work at the level of the position (leadership, director, C-level)?
How it works
The recruitment and selection process, step by step
Full transparency at every step: you know exactly what happens from the first briefing to the hiring of the ideal candidate.
Client alignment
It all starts with a deep dive into your challenge: we understand the role, the business goals, the company culture and the ideal technical and behavioral profile. This initial alignment defines the search map and avoids rework down the road.
Market mapping
We map the agribusiness market in full: companies, competitors, regions and the professionals who stand out in each function. This is where we identify target talent, including people who are currently employed and satisfied.
Active search (headhunting)
We go after the best proactively. We combine direct headhunting, our own talent pool and AI-powered technology to approach qualified candidates no job posting would reach, with full confidentiality when the process requires it.
Behavioral screening (DISC)
We apply the DISC methodology to mapped candidates to understand how each person tends to act, communicate and make decisions. Only those whose profile fits the team and the challenge move on to interviews.
Interviews and assessment
We assess each candidate in technical and behavioral depth, validating experience, achievements, motivations and fit with your company culture. Only those who truly make sense for the position make the shortlist.
Shortlist delivery
You receive a lean shortlist with the best options in the market, each with a complete profile report. Instead of screening dozens of résumés, you choose among qualified finalists, with accuracy above 70%.
From the blog
Insights for hiring in agribusiness
How to build a job alignment to assess agribusiness candidates accurately
Without a proper job alignment, an interview is just a conversation. Learn how to set clear criteria to assess agribusiness candidates accurately, with lessons from the Brazilian market.
Confidential Recruitment in Agribusiness: When and How to Hire in Secret
Confidential recruitment in agribusiness goes beyond executive roles. See when confidentiality is necessary and how to run the process without exposing the company.
How to Reduce Time to Hire in Agribusiness
Time to hire in agribusiness drags on when the process is poorly designed. See where the bottlenecks are and how to shorten it without losing quality.
By function and by industry
Executive search for every leadership role and every link in the agribusiness chain
Functions: CEO · CFO · Sales director · Regional manager · Plant director · Supply chain · HR director · Controller · Engineering and maintenance · R&D and market development · Agricultural operations director · Technical sales representative (RTV) · Sales representative · Marketing manager · Key account manager · Credit manager · Quality manager · IT manager · Legal manager · Sustainability manager · Market development representative (DM) · HR business partner · Administrative manager · Procurement manager · Origination manager · Branch manager · Technical service manager · Sales coordinator · see all
Industries: Crop protection · Biologicals and bioinputs · Fertilizers and plant nutrition · Seeds and genetics · Agricultural machinery and implements · Animal nutrition and health · Agroindustry and food · Agricultural cooperatives · Bioenergy · Ag input retail and distribution · Grain trading and storage · Foliar and specialty fertilizers · Irrigation · Agtech and precision agriculture · Animal protein · Dairy · Coffee · Forestry and pulp · Fruit and vegetables · Agricultural credit, finance and insurance · Cotton and fibers · Mining and metals · Logistics and transportation · Agricultural packaging · Silos and storage equipment · Oilseeds and crushing · Flour milling and cereals · Beverages and ingredients · Aquaculture and seafood · Industrial chemicals · Renewable energy · Agribusiness consulting firms · Agribusiness law · Veterinary pharmaceutical industry · see all
FAQ
About recruitment consulting
What does a recruitment consulting firm do?
It runs the hiring process end to end: it understands the role and the company culture, maps the market, approaches the right candidates (including those who are not looking for a job), conducts technical and behavioral interviews and assessments, and delivers a shortlist of finalists for the client's decision.
What is the difference between recruitment support and a recruitment consulting firm?
In practice the terms are often used interchangeably. In general, support services help with specific steps of the process, while a consulting firm runs the full process and is accountable for the result. Geração C3 works on the consulting model, with active search and a shortlist.
How long does a consulting firm take to present candidates?
At Geração C3, the finalist shortlist is delivered in 15 days on average, with over 70% accuracy on the very first list.
Which positions does Geração C3 recruit for?
Only leadership and strategic positions: coordinators, managers, directors and C-level, as well as strategic sales roles and senior specialists. We do not handle operational roles.
Does Geração C3 work with companies outside agribusiness?
Yes, for executive positions. We serve agribusiness and its entire value chain and, since almost every industry connects to agribusiness, we run searches in segments such as manufacturing, mining, metals, logistics and energy.
How is the fee for a recruitment consulting firm defined?
The fee depends on the level and complexity of the position and is presented in a proposal after the initial alignment.
Shall we find the right person for your role?
Tell our team about the challenge. On average, within 15 days you receive the shortlist with the best candidates in the market.
Talk to our team