HR Consulting

HR UNIVERSAL — sustainable HR consulting

with values

Finding the best people for any vacancy is a precondition for change, success, and lasting stability for any business, whatever its commercial situation. HR UNIVERSAL has dedicated its work to this basic principle to ensure optimum appointments with the right sense for the essential values.

HR UNIVERSAL stands for sustainable HR consulting and clear identity as a medium between candidates and companies. HR UNIVERSAL’s core competence lies in finding the right personnel for commercial and technical specialists and managers.

In this corridor, we make use of our extensive industry network and, based on many years of successful activity, can also rely on numerous multipliers from the financial, industrial and service sectors.

Alexander von Humboldt
German naturalist
& explorer

HR Consulting
Growth and change

HR consulting is becoming increasingly important. In 2018, more than 72,000 mandates with a total turnover of more than 2.36 billion euros were awarded to HR consultants and recruiters; around 7.5% more than in the previous year (BDU e.V. Personalberatungen, 2019). In addition to the classic reasons for awarding contracts, scarce capacities in HR departments are often the decisive factor, such as covert personnel searches for positions that are still occupied or the need for a direct approach, formerly called headhunting or “direct search”. Today, the latter can be generated through so-called active sourcing measures, which, however, tie up a lot of resources in the company and is not especially one of the most popular areas. This method is ultimately about directly addressing potentials via social media channels such as LinkedIn and Xing. In the end, it is a “make-or-buy” decision, because outsourcing to HR consultants is often reasonable, but also cost-intensive in its traditional form.

Since 2014, HR UNIVERSAL has been working on the development of new recruitment processes. The main result is HR SIMPLEX, a highly developed sourcing technology characterised by self-learning algorithms. The focus of the development was on optimising the recruitment process in terms of efficiency and costs. With the intelligent combination of human expertise and mechanical abstraction, a holistic snapshot of the respective candidate market and finally an optimal filling of vacancies with simultaneous cost and risk minimisation is brought about.

As a management consultancy, HR UNIVERSAL also advises a selected group of clients on the development of their internal HR consultancy. In this process, concepts and contents are developed, while our HR consultants pick up on current trends in personnel recruitment and direct search (formerly headhunting) and implement knowledge gains for the clients and in the internal HR organisation. Individual solutions are developed that have an impact on the management and handling of personnel searches, the associated design of job advertisements and the job search of applicants and third parties.

Strategic approaches, such as the management of recruiting projects, the use of personnel leasing, employee leasing, temporary work, the use of a managed service provider (MSP) as well as the cooperation and interfaces with the employment agency (Arbeitsamt) or the management of external personnel consultants are also taken into account.



In person or digital


Requirements Analysis

Defining the “Perfect Match”


Job Description

Designing the job profile and inserting it in well-known networks


Active & Passive Sourcing

Use of the innovative sourcing technology HR SIMPLEX


(Pre-) Screening

Preselection of suitable potentials


Staffing & Aftercare

Selection of the “Perfect Match”

Executive search

For 15 years now, HR UNIVERSAL has been filling management positions with experience, accuracy and success. As a medium between clients and potentials, HR UNIVERSAL stands for the competence to sustainably fill key positions with well-founded industry know-how and modern methods with direct searching methods. HR UNIVERSAL is aware of all the requirements and challenges of the decisive authorities, which always ensures absolute responsibility for the mandate and finds a concentrated solution. Thus, vacant management positions can be filled efficiently and transparently by competent HR consultancy.

All interactions benefit from the extensive networking and relevant professional experience of our experts, which enables us to identify the right potentials and to address them in a confident and target-group-oriented manner.

This is done by permanently monitoring high-quality standards and using innovative tools and methods along the entire value chain. The specific task: to support clients and interested parties alike in the decision-making process with the greatest possible neutrality.

Campus Management

The focus of Campus Management is the recruitment and support of academically inclined potentials as well as high potentials for a select clientele.

In the course of the talent shortage, the Campus Management department is becoming increasingly important. Once developed from a recruiting project with and for the Rheinisch-Westfälisch-Technische Hochschule Aachen (RWTH Aachen University), the interactions today reach leading universities in Germany as well as first addresses in Europe.

As a personnel consultancy, HR UNIVERSAL can thus directly identify young talents, make recommendations for their integration into companies and accompany their successful development.

Board Consulting

Personalities in the governing body are recognised and identified through their economic and social decisions. The bringing together of the senior elite is based on the highest level of care, communication and trust.

The manner of sovereign integrity and discretion is reflected here to sensitively and promisingly realise the filling of positions in supervisory bodies and top management levels. A high level of industry expertise and long-standing contacts enable HR UNIVERSAL to identify potentials who do justice to the strategic, professional and human responsibility in vacant positions.

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