So digital So Humann
WHY HUMANN
15 years building teams. And the relationships that make them possible.
There are many ways to do headhunting. Searching for candidates on LinkedIn, sending CVs and waiting to see which one fits. That exists too, and some firms do it well. HUMANN does something different. Since 2011, we have worked with companies in the tech and digital ecosystem in Spain and Europe building relationships that go beyond the recruitment process. We know our clients’ businesses, we understand their market and we support them when it matters most: when they need to bring in someone key and cannot afford to get it wrong. Most of our clients have been working with us for years. That doesn’t come from good CVs. It comes from TRUST.
Why companies choose HUMANN
When a client asks us why they come back to work with us after the first process, the answer we hear most often is not ‘because you found the candidate’. It’s ‘because you understood what we needed before we started looking’. That pretty much sums up what sets HUMANN apart.
01
Real specialisation in tech and digital
We are not generalists. We have spent over 13 years working exclusively with tech, digital and executive profiles in sectors such as fintech, SaaS, e-commerce and healthtech. That means we know the reference candidates, understand the differences between roles and know what to look for beyond the CV.
02
We understand your business, not just the profile
Before searching for anyone, we take time to understand your company: how the team works, what hasn’t worked before, what the real culture is and what kind of person would succeed in that environment. A good candidate in the market is not necessarily the right candidate for you.
03
We know the talent market in Spain
15 years working in the Spanish digital ecosystem have given us a real network of professionals and deep knowledge of the tech talent market in Madrid and across Spain. We know which profiles are scarce, what their expectations are and how to position an opportunity to attract the best.
04
Direct relationship, no intermediaries
At HUMANN, the senior consultant who understands your business is the same person who runs the process from start to finish. No account managers, no junior intermediaries. Direct communication, fast decisions and a point of contact who knows your company’s context in depth.
05
Real flexibility to adapt to you
We understand that every company is at a different stage. That’s why we are flexible in both project structure and fee model, adapting to the client’s real situation without compromising process quality.
06
International network through CSA
We are part of Continental Search Alliance (CSA),, a network of executive search firms across Europe. This allows us to access European talent with relevant experience for the Spanish market and support international companies entering Spain.
Hay Headhunting. . . y hay Humann
OUR TRACK RECORD
We grow with our clients
One of the things we are most proud of at HUMANN is that many of our client relationships have lasted years — in some cases, over a decade. Not because we sign exclusivity contracts, but because we have demonstrated that we deserve the trust they place in us. We have supported companies from their first executive hires through to recruitment processes at international scale. We have worked with groups such as Manhattan Associates, Euronext, Mastercard, BFF Banking Group and Avis Budget Group, and with startups that at the time had 10 people and today are scale-ups with a European presence. That shared track record is what allows us to understand a client’s business without needing it explained from scratch every time.
THE DIFFERENCE
HUMANN vs. a large generalist firm: what’s the difference?
We are not better at everything. We are better at what we do: specialised headhunting in tech and digital, with a partner relationship rather than a supplier one. Here is the honest comparison:
| Large generalist firm | HUMANN | |
|---|---|---|
| Specialization | -Allsectors and profiles | ✓Tech and digitalonly- real depth. |
| Contact | -Accountmanager + consultant + coordinator | ✓Direct accessto the senior consultant leading your process. |
| Flexibility | -Standardizedratesand processes. | ✓Weadapt to the moment and situation of the client. |
| Candidates | -Broaddatabase, reactive search. | ✓Active networkof passive candidates in tech and digital. |
| Relationship | -Transactionalby process | ✓Long-term partnerwho knows your business and your team. |
| Warranty | -Variableaccording to contract | ✓6months with active accompaniment included. |
Large firms have resources and brand. HUMANN has specialisation, a sector network and the genuine desire to understand your business. For tech and digital profiles in Spain, that makes a real difference in the outcome.
What sets a boutique headhunting firm apart from a large recruitment multinational?
A boutique executive search firm like HUMANN differs from a large recruitment multinational mainly in three areas: specialisation, relationship and flexibility. Boutique firms tend to focus on specific sectors or profile types — in HUMANN’s case, tech and digital in Spain — giving them deeper knowledge of the talent market and access to more qualified candidate networks. The relationship is direct with the senior consultant running the process, without intermediary layers. And flexibility in project structure and fees is greater than in large firms, where processes and rates are more standardised.
Why does sector specialisation matter in headhunting?
Sector specialisation in headhunting matters because it allows the consultant to have deep knowledge of the specific talent market — which candidates are benchmarks, what their expectations are, what the market salary rates are and how to position an opportunity attractively. A generalist headhunter can manage the process, but a specialist in tech and digital, like HUMANN in Spain, accesses networks of passive candidates that a generalist cannot reach. In sectors like fintech, SaaS or e-commerce, where the most qualified profiles rarely actively look for work, this difference is decisive.
How do you know if a headhunter really knows your sector?
To assess whether a headhunting firm truly knows your sector, there are some concrete signals: they can name reference candidates without needing to post a job ad; they understand the differences between similar roles (for example, between a Head of Product and a CPO in a startup vs. a mature company); they know the current market salary ranges; and they can talk about the benchmark companies in your sector without you explaining them. At HUMANN we have spent over 13 years specialised in tech and digital profiles in Spain, which allows us to bring this level of knowledge from the very first conversation.
Is it worth paying a headhunter or is it better to manage recruitment internally?
It depends on the profile and the company’s stage. For executive or highly specialised profiles — CTO, CMO, Head of Product, senior profiles in fintech or SaaS — headhunting has a clear return: access to passive candidates who don’t respond to job ads, saved internal management time and reduced risk of a bad hire. The cost of getting an executive hire wrong is typically estimated at 1.5 to 3 times the candidate’s annual salary, counting lost time, process costs and team impact. For more operational profiles or when the HR team has the capacity and network to do it internally, direct recruitment may be sufficient.
SOME OF OUR CLIENTS
Some of the companies that trusted in HUMANN
Over more than 15 years operating in the tech and digital market in Spain, we have worked with companies of very different profiles: from early-stage startups to international groups with presence in multiple countries.
TeamSystem — Italian multinational software vendor specialized in the SaaS ERP sector.
Manhattan Associates – Global leader in supply chain software
Euronext — European Stock Exchange Operator in Europe
EasyVista – International ITSM Software vendor
El lado
humano
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hunting.
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