About Mixus

We built this because
the standard model
was broken.

Why Mixus exists
"We kept seeing companies pay full recruitment fees for hires who were gone within a year.

And nobody was accountable."

Between us, we've seen hundreds of IT placements. The good ones, the bad ones, and the ones that looked good on paper and fell apart six months later.

The pattern was always the same: a recruiter sources fast, gets paid in full, and moves on. There's no reason to care about retention because the incentive ends the moment the contract is signed.

We founded Mixus to change that incentive structure entirely. A fee structured over 6 months. A paid intake that maps retention risk before we source anyone. A post-placement protocol that lasts 12 months. And a matching framework built around why people stay — not just whether their CV fits the job spec.

This isn't a different pitch. It's a different model.

What we stand for
Accountability over convenience
We structure our fee over 6 months because we're only done when the hire is still there. That's uncomfortable for a fast-paced recruitment model. We think it's the more honest approach.
Depth over speed
We charge for intake because real understanding takes real work. A 30-minute call and a job spec is not a fit brief. We build the fit brief first — and it shows in our placements.
Both sides of the equation
Retention is never only about who you hire. It's about who they work for, what the culture does with them, and whether the role is what it claimed to be. We look at all of it.
The founders

Three people who've seen
what bad recruitment costs.

Mixus was built by three founders with backgrounds in IT recruitment, business development, and organisational consulting. We started this because we'd seen the failures from the inside.

Bart Huwé
Bart Huwé
Managing Partner
20+ years in HR, coaching and recruitment — always focused on what lies beneath the CV. For Bart, a lasting placement starts with truly understanding both the role and the person behind the profile.
LinkedIn →
Francis Deveen
Francis Deveen
Managing Partner
20+ years in IT — 15 as a freelancer, from SAP consultant to scrum master, including co-building Caitena to a 25-consultant firm before its 2016 acquisition. Francis brings the view from the field: what retention actually looks like when you're the one being placed.
LinkedIn →
Bram Sabbe
Mixus
Bram Sabbe
Managing Partner
15+ years in commercial leadership, IT and strategic partnerships. Bram's starting point is never the role — it's where the organisation wants to be in three years, and what kind of person gets them there. For him, culture isn't a soft topic: it's the hard prerequisite that determines whether a hire accelerates a team or stalls it.
LinkedIn →
How we think about recruitment

A few things we
believe out loud.

Retention is a design problem, not a luck problem. 42% of voluntary turnover is preventable, according to Gallup. That means almost half of every departure you've ever had was within your control — or your recruiter's. We treat it as a system and design accordingly.
The manager is half the hire. 70% of engagement at work is determined by the direct manager, not the company, the culture, or the salary — Gallup. You can place a perfect candidate with the wrong manager and get a departure within 6 months. We assess both sides before we propose anyone.
A free intake is a fast intake — and fast intakes miss things. 31% of employees leave within the first 6 months. That failure almost always traces back to something that was knowable at intake — and wasn't asked. We charge for ours because we actually do the work.
The IT sector has the highest turnover rate of any industry at 13.2% — according to LinkedIn's Workforce Report. One in eight of your IT team leaves every year. That's not an HR statistic. That's a business risk that compounds every year you don't solve it.
Incentives should end when the job is done. 52% of people who left voluntarily say their manager or organization could have prevented it — Gallup 2024. A recruiter paid in full on day one has no reason to care about month nine. Ours do — because their revenue depends on it.

Want to work with us?

Start with a Talent Fit Audit, or just get in touch.

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