Recruitment advertising in Neuquén: your job ad, where candidates are looking.

Recruitment advertising, if your company is an SME without an HR department and the role is already well defined: you have someone to interview and decide, and what you need is to reach candidates in time. The system, if your company hires all year round, or if your HR team is small and still receives CVs by email. If the profile is scarce, neither option is enough: the right route is a full recruitment and selection process, with active candidate sourcing.

1. Briefing and copywriting. We agree the full description of the role with an assigned consultant and write the ad.
2. Sign-off and start. The process starts once you sign off the ad and pay the agreed fee in full.
3. Publication and promotion. The ad goes live on the subscribed job boards and on the firm's social media, and we give you access to the platform.
4. Management and close. You manage every application in one place. The process ends when you declare the search closed or 30 calendar days after publication, whichever comes first.

On the job boards we subscribe to (Bumeran, ZonaJobs, CompuTrabajo, Jobo+ and our own, among others) and on the firm's social media: LinkedIn, Facebook and Instagram. We write the ad ourselves, based on the briefing on the role, and it is published once you have approved it.

Recruitment advertising is the budget option: a fixed fee per search, paid once, before publication, which does not change with the outcome. The system is one access per company, on terms that depend on how many searches you run a year. Ask us for the current fees and for the packages available to companies with several searches.

No. An ad invites applications: it cannot guarantee a minimum number of applicants, nor that the people who choose to apply will match the profile. What we do guarantee is the publication of the ad and your exclusive access to the search on our platform; if there is a technical fault, the access period is extended by the same number of days affected. When the profile is scarce, the answer is an active search.

• Identity: that the person is who they say they are, based on the details on their identity document.
• ANSES: registered employment and declared social security contributions, to compare with the work history the candidate reports.
• Financial standing: credit history and debt status, relevant for roles that handle company funds or assets.
• Court cases: legal proceedings linked to the person, including employment claims against previous employers.
• University degrees: the degree the candidate declares, checked against the official register of graduates.

Each check queries the sources available at that moment and reports what it finds: a result with no findings is not a guarantee; it is the state of that source on that day.

1. Company set-up. We give you access and create the users your team needs, each with the permissions they require.
2. Publication. You enter the role in the system and within minutes the ad is live.
3. Applications. Candidates arrive in order, each with their CV and details in a single record.
4. Verification. From the candidate's record you request the checks you need; the result is filed with it, visible to the whole team.
5. Decision and close. You move candidates through the stages, log the interviews and close the search. The whole process stays on record for the next search.

That is our full Search and Selection service, run with the Methodical Search: active sourcing, competency-based interviews, assessment and a shortlist of three candidates presented between 14 and 21 days after the briefing, with a 90-day guarantee. There is also an offer tailored to your type of company: selection for Oil & Gas operators, recruitment for contractors and selection for SMEs and multinationals.

It is processed in accordance with Argentina's personal data protection regulations, under the consent the candidate gives when applying. In the system, applicants from earlier searches remain available for the next ones.