Doghouse Recruitment

We run delivery sprints that keep you informed and in control. When we send someone, it's because they actually fit.   Weekly sync calls where we align on what's working and what needs adjusting. Clear next steps so you know what happens when. Market insights so you can make informed decisions about your search.   No surprises. No chasing for updates. You know exactly where things stand, not because you asked, but because we're already three steps ahead.   That's the difference between throwing CVs at a problem and actually solving it. Recruitment works when there's structure behind it. 

More CVs don't fix your hiring problem. They create one. When recruiters juggle 20+ searches, nobody gets properly prepared. Not the candidate. Not your team. This approach ends up in generic pitches, mismatched expectations, and a 40% offer-to-hire ratio. The math is simple: max 2-3 roles per recruiter, max 4 candidates per role. But before anyone searches, align on what actually matters. Role requirements. Salary. Interview process. What "good fit" means for your team. Then prepare each candidate properly. One real conversation about the challenge, the tech, and why this role exists. That's how you get to 92% offer-to-hire instead of hoping something sticks. Here's what that looks like in practice.

Looking back at a year of Doghouse Unleashed, one thing stands out.   What made the biggest impact wasn’t the number of events. It was who was on stage.   Clients we work with day in, day out stepped up as keynote speakers. They shared real challenges, scaling teams, navigating security, building scalable software, and opened up about what actually worked (and what didn’t).   From Data & AI in March, to Security in June, to Scalable Software with teams from RTL Nederland and Tikkie. Seeing people we’ve worked alongside explain their journey to the community is what Unleashed is really about.   And that’s where we want to take it next.   In 2026, we want Doghouse Unleashed to grow into multiple communities.   We’ll take care of the venue, the speakers, the food and drinks. What we’d love to hear from you: what challenges should we tackle next year?   Drop your ideas in the comments. Hope to see you in 2026.

That’s a wrap on the fourth and final Doghouse Unleashed of the year. Platform Engineering with Kubernetes. A big thank you to our speakers Erwin de Keijzer and Mojtaba Imani for sharing not just theory, but practical experience, from hybrid Kubernetes clusters to platform decisions that actually hold up in the real world. Thanks to everyone who joined us, asked sharp questions, and helped make this final edition exactly what Doghouse Unleashed is meant to be. Until next year.

Some roles feel like searching for a needle in a haystack. EuroCTP knows this better than most. Building a consolidated tape for Europe means hiring people who operate at the highest level of trust, autonomy, and technical depth. In this testimonial, Timo Pentner (CTO, EuroCTP) shares why choosing the right recruitment partner matters, what typically goes wrong in niche hiring, and how clarity and understanding reduce the cycles spent sifting through the wrong profiles. For us, it comes down to one thing: strong hiring isn’t about matching requirements. It’s about understanding who will actually succeed, and why. Watch the story here.

100/100. We’re full. All 100 spots for Doghouse Unleashed have been claimed. Want in next year? Join the waiting list: office@doghouse-recruitment.nl

// SPEAKER ANNOUNCEMENT — DOGHOUSE UNLEASHED   When it comes to cloud strategy, the industry is split. Some teams are racing into the cloud. Others are quietly racing out. But the truth sits somewhere in between.   At our next Doghouse Unleashed, Erwin de Keijzer will break it open with:   “The Hybrid Kubernetes Cluster — Head in the Clouds, Feet on the Ground”   Erwin will walk through the hybrid models that are reshaping how companies run Kubernetes at scale, combining the elasticity of the cloud with the control and cost-efficiency of on-prem.   Whether you’re building platforms, running clusters, or defining cloud strategy, this talk will give you a grounded view of what’s possible, and what’s practical.   We’re excited to have Erwin on stage. See you at Doghouse Unleashed.

At Doghouse Recruitment, our senior recruiters maintain a 92–100% offer-to-hire ratio. Not because we push harder, but because we create clarity early.   After every first interview, candidates receive a follow-up that outlines: • A clear overview of the interview process • All secondary benefits, transparently listed • The agreed salary, written and confirmed • Relevant links to the company and role   This works for a simple reason: clarity builds trust. When expectations are aligned from the start, decisions later in the process become straightforward.   Most offer rejections don’t stem from lack of interest, they stem from misalignment. A candidate assumes one number; a hiring manager assumes another. The gap grows quietly until it becomes a “no.”   For recruiters: Write things down. Confirm them. Make the implicit explicit. It reduces uncertainty, strengthens relationships, and leads to better decisions for everyone involved.

Our third Doghouse Unleashed brought together sharp minds, honest stories, and the kind of technical depth you don’t get from slides alone. We’ve put the recap together so you can revisit the highlights, or catch up if you missed it. And now we’re heading into the last edition of the year. It’s around the corner, and the final spots are moving quickly. If you want to be in the room this time, now’s the moment to grab your seat.

A CTO title means nothing if they’ve never scaled an engineering organisation. A COO without software-company experience won’t magically develop pattern recognition for it. At Doghouse, our filter for executives is simple but strict: Has this person solved your specific challenge before, at the scale, speed, and complexity you’re dealing with now? Not “something similar.” Not “in the same industry.” Your exact type of problem. If you want to make better executive hires, start with better questions: > What was the situation when you arrived? > What was broken? > What did you diagnose first? > What changed because of you? > How did it hold up at scale? The strongest leaders aren’t defined by titles or logos. They’re defined by the problems they’ve repeatedly solved, and the clarity with which they understand why it worked. When you hire for that kind of pattern recognition, you don’t just get an executive. You get someone who already knows the path forward, because they’ve walked it before.