We are a thriving company specializing in comprehensive recruitment services.

Professionalism, efficiency and excellent knowledge of international

and local labor market are the advantages that make Cigno Consulting a trustworthy partner.

Our services:

Recruitment and selection

External recruitment for specialist positions, managerial

and executive requires knowledge and experience that allows you

to choose the right candidate sourcing tools and reach out to people who are not actively seeking work.

Bonus systems

Creation of  appropriate job evaluation criteria for the entire company or a selected group of employees ,that will promote desirable behavior from the point of view of the company.


Job evaluation

Created to assess the relative value of positions in the organization, which in turn is the basis for the intrinsic relationship between the positions and the creation of a system of remuneration that reflects these relationships.

Psychological tests

Psycho-diagnostics is widely used in business - to obtain information about an employee's abilities, strengths, motivation, personality

and limitations.

Career planning

Career planning is a process in the organization, with the aim

of maximizing the potential careers of individuals in order

to support the success of theorganization as a whole.

Staff assessment / 360 evaluation

Effective and objective assessment of the employee, which

is characterized by obtaining feedback of many people with whom he works every day.

Professional coaching

It is dedicated to the professional development of employees within the specific job, either currently occupied or whose coverage is planned by the client only.

Opinion and satisfaction of workers survey

Examining the views, attitudes and satisfaction levels of people from different departments and levels of the corporate hierarchy gives

a better understanding of the needs of the staff and difficulties they might have.

Assessment / Development Centre

AC / DC is a method for an evaluation of a number of competencies and dimensions of the employee using tasks specifically designed

to test the employee’s suitability for a specific position

and to identify his strengths and weaknesses.


Outplacement‘s aim is not only to support the employer in carrying out individual or group layoffs, but also to provide assistance and support to redundant workers to find new employment opportunities.



Training dedicated to higher and lower managerial staff and employees that streamline business operations to support their development.

Recruitment and selection

Industries in which we recruit:

  • Finance, Banking and Accounting

  • Construction and Real Estate

  • IT and Telecom

  • FMCG

  • Sales and Marketing

  • Energy

  • HoReCa

  • Transport / Logistics

  • Public Administration

  • Research and Development

  • Chemical

  • Food

  • Manufacturing and Industry


Types of conducted recruitment:

  • Permanent Recruitment
  • Temporary employment services (interim management)
  • Services related to the contracted works
  • Building emerging divisions:
  • Finance and Accounting, IT, HR
  • for operational and managerial staff

Selection techniques:

  • Analysis of documents

  • Preliminary Interview

  • Interview with a competent professional

  • Research Test

  • Assessment center (AC / DC)

  • References check



  • Quick to reach a wide range of the best workers in finance, IT, manufacturing and supply chain and HR, even if they are not actively looking for work
  • Thorough and effective verification of skills and competences of candidates substantive tests (vocational)
  • Short lead time - ensure that vacancies will be filled
    in at the right time
  • Save time by reducing the involvement of the customer in subsequent stages of the recruitment process
  • Ensure full confidentiality and objective assessment of candidates

Testy psychologiczne


  • Dobów pracowników na wakujące stanowiska
  • Prowadzenie rekrutacji masowych, gdzie konieczne jest dokonanie preselekcji aplikacji
  • Dobór osób do programów talentowych – osób
    z potencjałem
  • Określanie indywidualnych ścieżek karier
  • Określenie potrzeb rozwojowych i możliwych obszarów do rozwoju



  • Decyzje selekcyjne oparte na więcej niż jednym źródle informacji mają większe prawdopodobieństwo trafności
  • Dobre testy poprzez standaryzację zapewniają porównywalność wyników pomiędzy grupami
    oraz z populacją
  • Zastosowanie zestawu testów zwiększa precyzję pomiaru mierzonych czynników psychologicznych
    i jakość podejmowanych decyzji selekcyjnych
  • Zastosowanie testów pozwala optymalizować kosztowo proces selekcji
  • Użycie testów umożliwia badanie dużych grup
    w krótkim czasie

Poniżej prezentujemy testy dostępne od ręki. Testy spoza tej listy wykonujemy na specjalne zamówienie.


Rodzaje testów:

  • Intelekt i zdolności
  • Test matryc Ravena
  • Bateria testów APIS-Z
  • Dwuwymiarowy Inwentarz Inteligencji Emocjonalnej (DINEMO)
  • Styl działania
  • Praca zespołowa- Belbin
  • Kwestionariusz radzenia sobie w sytuacjach stresowych (CISS)
  • Wielowymiarowy Inwentarz do pomiaru radzenia sobie ze stresem (COPE)
  • Człowiek w Pracy (CwP)
  • Kwestionariusz Ról Zespołowych
  • Wielowymiarowy Kwestionariusz Preferencji
  • Kompetencje
  • Profil Kompetencji Społecznych (PROKOS)
  • Osobowość
  • Inwentarz osobowości (NEO-PI-R)
  • Test Drzewa
  • Motywacja
  • Inwentarz Motywacji i Osiągnięć

Psychological tests


  • Daily workers for vacant vacancies
  • Conducting mass recruitment, where it is necessary to pre-select applicants
  • Selection of  talent programs - people with potential
  • Specifying individual career paths
  • Identifying development needs and possible areas for development



  • Selection decisions based on more than one source of information are more likely to be relevant
  • Good tests by standardizing ensure comparability
    of results between groups
  • The application of the test is a more precise measurement of psychological factors and quality
    of selection decisions
  • Use of tests to optimize cost-selection process
  • Use of tests enables testing of large groups in a short time
  • Application testing also allows you to get additional information that can be used in career planning and / or staffing decisions

Below we present the tests available in our stock.

Tests performed outside of this list are also available

on request.


Varieties of tests:

  • Intellect and ability
  • Raven's matrices of test
  • Battery tests of APIS-Z
  • Two-dimensional Emotional Intelligence Inventory (DINEMO)
  • Style Action
  • Questionnaire for coping with stressful situations (CISS)
  • Multidimensional Inventory of the measurement
  • of coping with stress (COPE)
  • Man at Work (CWP)
  • The questionnaire of Team Roles
  • Multidimensional Preferences Questionnaire
  • Competence
  • Profile of Social Competence (prokos)
  • Personality
  • Personality Inventory (NEO-PI-R)
  • Motivation
  • Inventory of Motivation and Achievement

Career planning


  • Building a career development plan for workers as organizations will retain high-potential employees and make them more attractive to future employers
  • Demonstration of concern for the future of the best employees
  • Creation of work challenges, with a high level
  • of responsibility and that creates opportunities



  • Preparation of the current organizational structure,

    determining the typical life cycle of a worker at the

    workplace or in a given category and typical career

    paths and promotion opportunities

  • Developing appropriate policies that will ensure that

    workers covered by the program have access to

    appropriate training programs, the opportunity to

    acquire practical experience in working on projects or

    in different positions

  • Selection of employees who will be covered by the

    program on the basis of established criteria

    • Assigning each participant of the program to an


  • Reviewing the results with staff on actual test skills,

    abilities, personality, etc..

  • Discussions on the participant's views with their own

    careers adviser

  • Enable managers to discuss possible future career

    prospects of employees


  • Increased efficiency
  • Increased involvement in work, increased motivation
  • Securing the company‘s future staffing needs
  • Better use of the potential of qualifyied employees
  • Increased employee loyalty



Coaching board members

is addressed to key managers, directors and governors. Provides ability to cope with difficulties in the area of the business, as well as tools to help in the development of the organization. It is applicable in situations of creative planning, effective implementation of plans, tasks and making changes in the organization.



Professional Coaching

Professional development concerns at the workplace, supports the implementation of specific professional challenges or current tasks. Moreover, science is the necessary skill, changing beliefs and attitudes that are needed for further career development. Can be implemented either as coaching for managers, as well as people in other positions.


Career coaching

Includes supporting a person at a time to choose the direction of professional development. This type of coaching is usually connected with the time in the organization where there is the need to identify new areas of work, and in this context the strengths and possible limitations of an employee. This may include situations to prepare for promotion or support

in a new job.



Team coaching

Aims to develop the potential of its participants in the form of teamwork. Used here is the potential of the team members and their experiences. It can be used for better execution of tasks in a team, coping with difficult confrontational situations with the support

of a specific project or carrying out changes in the company.



Assessment / Development Centre


  • Selection of employees: selection, internal promotion, transfering employees
  • Staff development: identification of training needs and training
  • Improving the performance of the Management Board – Staff communication line
  • The remuneration policy for the overall objectives
    of the company



  • Biographical Interviews

  • Behavioral Interviews

  • Simulated Interviews

  • Shopping Tasks

  • Group tasks

  • Creating a stressful situation


  • Ability to analyze evaluation of participant behavior
  • in interaction with others
  • Identifying portrait of a person working in a team
  • Create situations that are a reflection of real events
  • Obtaining behavior profiles with their practical knowledge that employees will use in the workplace


Below we present only examples of training topics. Full list of the trainings we do is available on request.

Management strategy:

  • Building and implementing the company's strategy

  • Positioning of products and services on the market

  • Creating a product innovation


Training in management:

  • "Who stole my cheese, or marketing for Dummies"
  • Pitfalls in management- cause of bankruptcies and corporate insolvencies
  • Management by objectives focused on getting results


Personnel Management:

  • Evaluating and motivating employees
  • Nationalization and building plans for employment
  • Management training and professional development of employees


Finance and Controlling:

  • Improvement and optimization of the remuneration system
  • Ratio analysis of companies financial situation
  • Control and budgeting of personnel costs


Financial Training:

  • Valuation of companies
  • Strategic Consulting
  • Due diligence


Training for junior staff:

  • Effective time management and priorities
  • Stress and burnout
  • Customer Service


Bonus systems


  • Adjusting salaries - paid to the actual performance
    of employees
  • Reducing costs by creating flexible payroll solutions



  • Getting to know the current situation of the company and the initial diagnosis of the remuneration system
  • Detailed analysis of existing tools
  • Establishing an overall vision and basic assumptions of a bonus system
  • Establishing rules for the operation of a bonus system
  • Fine-tuning the system in technical terms
  • Conducting training for employees
  • Implementing solutions and preparation of the final report of the project



  • Formalized relationship between pay and achievements, which is important for the company
  • Increased motivation of employees to focus their activities on areas that are important for the employer
  • Reduction of labor costs


Job evaluation


  • Organizing the hierarchy of positions
  • Identifying key positions
  • Determination of the value of each position
  • The requirement of equal pay for work of equal value



  • Preparation of the evaluation process

  • Design methods of job evaluation

  • Establishment of participating in the process of


  • Conducting training in the valuation of the difficulties

    of work and methodology of valuation

  • Valuing posts

  • Verify the results

  • Defining grade positions

  • Development of a table and net basic salary

  • Preparation of final report


  • A fair and consistent pay scale

  • The remuneration proportional to the position in the


  • Strengthening the sense of justice among employees

  • Raising the level of acceptance of the pay system


Employee assessment / Evaluation 360


  • Establishing the basis for the differentiation of wages and salaries
  • Justification of personnel decisions
  • Evaluating the effectiveness of personnel policy instruments
  • Increase of motivation and encouraging individual development
  • Providing employee feedback on the course and outcome of his work
  • Control costs and expenses associated with investing in people
  • Obtaining information for the purposes of training and further training activities



  • Behavioral Scales

  • Descriptive Ratings

  • Registration of critical events (positive and negative)

  • Employee Rankings

  • Conversations evaluation

  • IT tools supporting the management of staff

Opinion and satisfaction of workers survey


  • Determining current attitudes and opinions of

    employees and recognizing their ways of thinking

  • Identification of key areas of organizational problems

    and dysfunctions

  • Identification of actions  within the organization

    aimed at improving the current state


  • Deciding on procedural changes to determine the goals of the enterprise: the strengths and weaknesses of the organization
  • Functioning of the system of promotion, development opportunities and the procedures for granting rewards and punishments
  • Management methods used by managers, managerial competence of managers The activities of the Board and the direction of development of the company
  • The functioning of the procedures within the company
  • Cooperation within and between departments and communication system
  • Solutions to problems and new ways of working
  • Motivation and commitment of staff:
  • Satisfaction with the level of remuneration, development of opportunities and a promotion system
  • Satisfaction with the division of tasks and responsibilities of the company
  • The ambiance of work - relationship with superiors and scope of the supportwith a sense of organizational justice
  • Perceived job security.



  • Reorganization of the company and reducing the cost of employment
  • Providing support to redundant employees
  • Maintaining motivation, and thus also the efficiency of workers in the company (including the reduction of informal communication)
  • Maintaining a good image of the company



  • Analysis of human resources in identifying the types

    of positions and categories of workers to be covered

    by the process of downsizing.

  • Communicate the decision to reduce employment

    both at the enterprise and its immediate

    surroundings (city, region, etc..)

  • Granting support to redundant workers to adapt to

    the new situation and find a new job


  • Improving the company's image in the market

  • Creating a good vision for further restructuring

  • Improved relations with social partners, particularly

    with trade unions existing in the company

  • Freetype presence in the media as an example to

    others, how to deal with redundant employees

  • The belief as to the profitability of using

    outplacement in an accident reduction of

    employment in the next period

  • Develop guidelines for personnel policy of the

    company for the future

Contact us

tel. (+48) 22 409 25 31/32

Recruitment: rekrutacja@cigno.pl

Administration: biuro@cigno.pl

Cigno Consulting Sp.z o.o.      Puławska 12 lok 10       02-566 Warszawa       fax. (+48) 22 646 18 80