Dedicated Recruitment Service




With our innovative approach and expertise, our key team will always give the best results in the shortest time, utilizing their past knowledge and experience.
With our global presence and expertise, we influence how people and companies work now and how they will work in the future. We partner with our clients to drive real innovation—the kind that turns an idea into an industry—helping them transform and grow their organization.
We Work & You Grow

Getting the Best is YOUR most important Task.


Robert Half

“Time spent on hiring, is time well spent.”

Mmanti Umoh

“Without the right succession planning put to play in human resources, we build for the future without a future.”


Welcome to SGS

Mission & Vision

SGS reduces the cost of operations for clients while delivering a next generation premium managed services to the industry. SGS changes & reshapes the BPO Z industry and has developed a state of the art cloud solutions for their clients.

could have a huge market potential and could grow substantially, by overcoming some bottlenecks that prevent the company from growing faster and more profitable.


SGS Solution Approach

DRS – Dedicated Recruiting Search



Blue Collar Worker acquisitions

In the case of blue-collar workers, the company has problems in not achieving acquisitions because each company in the group has their own HR department that is not focused on recruitment only. Also, the ability for quick downsizing and outplacement, no usage of collected data outside of active projects is possible. This all results in slow and inefficient projects, bottlenecks, not achieving relevant acquisitions in the volume needed, and slow communication between various companies and departments. 

Group Head HUman Resources

Each company in the Rhomberg Sersa Rail Group has its own HR department. In the case of Head company Rhomberg Sersa, the HR department consists of only 2 people. This creates a serious problem from the recruitment point of view. There is no implemented recruitment structure to support the activities of the Group on the international level. Also keeping track of progress, problems, and general communication is made difficult inefficient.

Market penetration/ International Employer Branding

Having dedicated HR offices for each market is good but there is a need for more centralized especially concerning recruitment departments. Having multiple HR departments with their own recruitment teams means constant overlapping in the selection process in an industry in which it is already difficult to make placements retaining the constant quality and success rates.

What unique

factors give your company a competitive edge?
Blue Collar Worker acquisition

In this case, SGS would build a fully dedicated recruitment department in Croatia. The department would be constructed in line with Client requirements (language, skills, headcount), fully managed, and under the control of the Client. This approach would create a fully operational recruitment department for the Client with multiple skillset combinations, the ability to gather, analyze and store data, make acquisitions faster and with more efficiency, answering directly to the group’s HR Manager. Also, this all would be possible for a fraction of cost compared to the hiring of the same people in Germany.

Group Head Human Resources

The head HR department of Rhomberg Sersa Rail Group would have access to a dedicated team with all the processes, reporting, operations already set and ready to go. This would enable the HR department to make placements faster and reduce response time to emergency situations. Tracking, quality of candidates, placements times, and employer branding would be much more efficient and flexible.

Market Penetration/ International Employer Branding


Centralized Recruiting department would mean no overlaps in search and selection maximizing results. It would also mean that the candidate pools for positions would grow naturally and become even more efficient in the future since the recruiters have a set of several different position descriptions that take up the bulk of recruitment needs.


What unique factors give your company a competitive edge?

The company is a stable international company doing business in multiple markets with many projects and as such is a desirable employer in the industry.

Rhomberg Sersa Rail Group has an approximate need of hiring 238 professionals yearly.

This means that an average monthly employment volume would be around 20 candidates.

Since this is a specialized industry, we feel that the recruitment team headcount would have to be 12 professionals to meet the Client requirements in a timely manner.

If the Client was to build this team in Germany, the cost of placements would be approximately 740 000 EUR calculating only base salary ( no bonuses, office equipment, supplies, etc.).

If deciding to build a team of 12 personnel with SGS the Rhomberg Sersa Rail Group would get a fully built, dedicated team with all of the equipment, support,

office supplies, training, and implementation in the range of 450 000 EUR.


  • OF  740.000€  TO  450.000€ 65% 65%
  • EVERY YEAR ROI FOR THE CLIENT 290.000€ 100% 100%

The SGS customizable DRS solution

is invented as a tool to reduce costs and improve the quality of hire for our clients. Our exceptional process and technological expertise are based on the insights, tools, and methodologies of the proven SGS Define, Search & Select, Place and Integrate [D, S, P & I] process. We have designed our solutions to be flexible and scalable to your organization’s needs.

DRS Steps

Step by Step Plan for your custom-made SGS virtual Recruitment team in Zagreb.


1. Client Requirement Plan

  • specify the type of team you need (Junior Recruiter, Senior recruiter, team Leader…)
  • how many people, what expertise they must-have, which languages they should speak…

2. SGS Recruitment Process

  • We search & identify the perfect candidates.

3. Client selection

  • Client interviews, qualified, and selects his team members.

4. SGS Integration

  • SGS hires the chosen candidates & manages payroll
  • SGS integrates the new team members 
  • SGS provides secure access to office & work location
  • SGS provides office infrastructure, office management & hardware

5. Client Integration

  • Client integrates new team members in his organization
  • Client provides secure access to software & systems
  • The client provides communication systems ( telephone, video conferencing & email accounts…)
  • Optionally client can choose the SGS ONE Software (ERP & CRM solution – to manage the team)
  • Client provides training 


Let Us Help You Take Your Money To New Heights

  • Croatia is a small, young but promising dynamic country. The advantages are numerous, especially with its knowledgeable, well educated, affordable workforce and strategic geographical location in the heart of EMEA. 

  • Croatia’s geographical location puts it close to all European countries. Numerous daily direct flights to all European, GCC & CEE major cities.

  • Croatians are innovative and inventive (Nikola Tesla), so it is safe to assume you will get a smart “Virtual Workforce”.

  • Croatia is an attractive place to work: financially attractive, low taxation, close to the mediterranean sea & excellent logistic connections to all European cities. Therefore very attractive for employees.



    SGS is maintaining the consistency, accuracy and trustworthiness of data over its entire lifecycle. Success will come and go, but integrity is forever.

    Attracting, developing and retaining the best talent for our business, challenging our people, demonstrating a “can-do” attitude and fostering a collaborative and supportive environment.

    Nowadays, maintaining a sustainable business is more important than ever before, in preparation for the future.

    We strive to fulfil customer requirements and deliver outstanding performance.

    SGS global network and international business presence meets the speed, network and diverse needs of todays’ most demanding organisations.

    Evidenced by results: integrated performance across revenue, cost and risk.


    Customer Satisfaction

    SGS is maintaining the consistency, accuracy and trustworthiness of data over its entire lifecycle. Success will come and go, but integrity is forever.

    Global presence and network

    As a full service organization with regional councils in the Americas, Europe and Asia/Pacific our mission is to deliver business solutions to our clients. Our expertise ranges from BPO, Recruitment, Executive Search and Corporate Consulting solutions


    SGS develops the capacity for managing and leading themselves. They furnish the initiative, the sense of responsibility, the creativity, and the problem solving from within. SGS lives up to these ideals – teams are uniquely self-reliant.

    High – performing people

    We’re here to make sure everything goes right for our clients and candidates. We believe that communication is a key to success. Your feedback, your questions and ideas help us develop our service to meet your needs.

    Contact Us


    10 000 Zagreb, Croatia

    +385 1 353 5930

    +49 151 7262 4766