The HR SIMPLEX-method

With the application, the recruiters can decide independently and in real time which requirements and tasks should be assigned via the platform. With the help of the HR SIMPLEX dashboard, they can book all additional recruiting services or even outsource entire projects. Thanks to the permanent overview, they can intervene events or communication at all time. As part of our “same-day” policy, job advertisements are posted in the leading insertion media; Google for Jobs, Stepstone, Indeed, etc. The insertions will be online the same day, at four defined times. Furthermore, all active and passive sourcing elements are included in the digital recruitment process. Vacancies are managed in a highly qualified manner and supported by experienced, academically trained personnel consultants. Just like in classical HR consulting.

Within a very short period of time, HR SIMPLEX will deliver the first suitable results and in most cases – zeroing in on the relevant candidate market for the target profession – the right person to fill the vacancy.

As always, the final decision remains with the client. This makes it easy for companies to issue search orders, mandates and recruitment projects that they cannot or do not want to handle right now or for the foreseeable future due to time constraints or other commitments: a simple make-or-buy decision.

HR SIMPLEX represents a software-enabled, digital recruitment process based on intelligence and experienced HR consultants. Its special advantage lies in the experience and innovation invested in it. The recruiting software has been in use at HR UNIVERSAL GmbH since 2015 and is constantly being refined. By today, more than 5300 recruitment projects have already been handled and processed via HR SIMPLEX.


The profound changes in the labor markets call for recruitment processes to be reimagined. Successful enterprises today are more digital, more efficient, more transparent, with optimized processes and lower costs.

In a research and development process spanning many years, we have embraced changes in the market. In cooperation with software specialists, psychologists and our academically trained HR experts, we have developed an intelligent…


After the economic crisis of 2008 onwards, more and more personnel service providers established themselves and benefited from increased demand for personnel from companies returning to growth and stability.

Due to their overcapitalization, they built up in-house personnel departments and complete HR structures over time, causing a large number of mandates for routine standard staffing to simply fall away. Complex and time-consuming searches for potential…


The other option is Recruitment Process Outsourcing (RPO), which is mostly used by large companies and corporations.

In this case, the entire recruitment process or parts of it are outsourced to personnel service providers, who then guarantee that positions are filled on time. RPO can be used to optimum effect for the personnel ramp-up in the context of projects or for new production lines or locations. In other words, whenever it is foreseeable that the need…