NLENWhatsAppContactJoin the talent poolNLENWhatsAppContactJoin the talent poolWe search on behalf of your organisation for junior talent, from working student to intern and starter. We filter and interview the candidates, you get a shortlist of 3 to 5 selected people and choose who fits best.
selected candidates per shortlist, all already interviewed
average time to shortlist
students and starters in our community
Junior roles are rarely your priority, but they take a lot of time to fill. We filter and interview the candidates, and you choose from the best.
If not, we keep searching.
We search, select and match. Then the talent signs with you, and you are the employer.
Six steps, we do the work, you decide.
We dig into your role, culture and growth stage. You set the direction, we do the rest.
We search actively across our 4,000+ student community, our wider network of partner organisations, and beyond through partnerships with study associations, to reach as many suitable candidates as possible.
A recruiter reviews every match by hand and interviews the candidates personally. Only the strongest go through.
No pile to sift through yourself: 3 to 5 selected candidates we have all interviewed and who meet all the requirements of your vacancy, with reasoning why. A deliberately small group, so you spend little time.
You schedule the interviews with the candidates on the shortlist yourselves and choose who fits best. If there isn't a good one, we keep searching.
We keep checking in to make sure the match is working.
We mainly source university and university-of-applied-sciences students and young professionals: ambitious, quick to work independently, and used to performing alongside their studies. That drive doesn't only show up as a board year or a stellar GPA: it shows just as much in persistence, entrepreneurship, or how someone has developed under their own steam. We match not just on skills but on culture fit, so who we put forward actually fits.
Anonymised profiles of talent we have placed, as an example of who we put forward.
A small selection from the many companies we've worked with, from scale-up to corporate.
Working students embedded in the commercial team, 24-40 hours a week, over a year.
→ Six placements to date. The first working student has since grown into a full-time role.
16-24 hours a week, 6+ months, owning the marketing and content strategy.
→ Chose a working student over a classic intern. Still on board.
16-24 hours a week, 12+ months, inside the company's financial operations.
→ Three engaged working students who stay. The quality and continuity that had been missing.
16 hours a week, 6 months, owning external communication.
→ Senior consultants structurally freed up to focus on substantive work.
40 hours a week, 6 months, working directly with the founders.
→ Two placements, one of which received a full-time offer within 3 months.
“We were looking for a fairly specific profile for our working student: someone with both theoretical and practical knowledge of marketing, and an affinity with the energy transition, especially grid-congestion solutions.
VOIDS found four candidates for us at short notice, and after our own interviews we found an excellent match. Compliments to VOIDS for their professionalism and commitment.”
Two options, choose what suits you: the same careful recruitment and selection, per placement or via a partnership if you recruit more often.
Examples of benefits as a partner:
A partnership is tailor-made and everything is negotiable. It can also be only about visibility, for example employer branding or in-house days.
Curious what a working student, intern or starter costs, and when to choose which?
You can take each service separately. If you post or recruit more often, a partnership pays off.
Background to our approach: matching on character, a job ad that works and when to scale up.
