Unlocking Potential: Success Stories from the ELEC Network

Engaging introduction

What happens when ambitious local recruitment agencies plug into a larger, trusted ecosystem that opens doors across borders, industries, and client tiers? In the ELEC network, we see it every day: boutique firms leveling up to enterprise scale, regional partners winning cross-border projects, and specialized recruiters transforming into full-service staffing consultancies.

In this deep-dive, we are sharing real-world case studies from ELEC partners who turned opportunity into measurable growth. You will find the specifics that often go unspoken: time-to-fill improvements, fee structures, salary benchmarks in EUR and RON, operations playbooks, and the practical templates that turned pilots into repeatable wins. If you run a recruitment or staffing agency anywhere in Europe or the Middle East, these stories will show you exactly how to leverage the ELEC network to replicate their success.

By the end, you will have a step-by-step blueprint for winning new clients, filling hard-to-source roles at speed, and building profitable, scalable delivery operations across markets like Romania, Germany, the Netherlands, the UAE, and Saudi Arabia.

How the ELEC network unlocks agency growth

Before we dive into the case studies, here is a quick overview of the levers ELEC provides to partner agencies:

• Shared demand access: Centralized briefs from vetted employers and other ELEC partners, including multi-country projects and peak hiring ramps.
• Verified supply partners: Specialist agencies for niche roles (welders, ICU nurses, bilingual support, SAP experts) to co-deliver with you.
• Cross-border compliance playbooks: Ready-to-use checklists for EU Posting of Workers, work permit roadmaps for the GCC, and vetted payroll providers.
• Talent marketing infrastructure: Job distribution to regional job boards, programmatic advertising, and branded landing pages.
• SLA-driven collaboration: Standard client SLAs, candidate submission protocols, interview workflows, and NPS-based partner ratings.
• Enablement and support: Salary benchmarking tools, job description libraries, contract templates, and a partner success team to accelerate onboarding.

The result is faster ramps, broader capability without over-hiring, and better win rates on higher-value clients you can serve with confidence.

Case Study 1: A Cluj-Napoca and Bucharest tech boutique breaks into DACH enterprise projects

The challenge

A 12-person tech recruitment boutique servicing startups in Cluj-Napoca and Bucharest had strong delivery in Java, .NET, and QA but struggled to break into higher-fee, enterprise roles in the DACH market. Their constraints:

• Limited brand recognition with German clients
• Longer payment cycles creating cash flow risk
• Gaps in German contract compliance and local salary benchmarking

The ELEC approach

• Matched demand: ELEC introduced two DACH clients needing 15 hires across Backend, DevOps, and QA in 120 days.
• Co-delivery: Paired the boutique with a Munich-based ELEC partner for client-side relationship and language coverage.
• Salary benchmarks and JD localization: Provided templates and salary bands to align with candidate expectations.
• Structured SLA: Defined submission-to-interview ratios and interview turnaround times with the end client.

Salary benchmarks used (Bucharest and Cluj-Napoca)

Indicative gross monthly salary ranges used to attract talent:

• Senior Java Developer
  • Bucharest: EUR 3,500 to 6,000 gross (RON 17,500 to 30,000)
  • Cluj-Napoca: EUR 3,000 to 5,500 gross (RON 15,000 to 27,500)
• DevOps Engineer (AWS/Azure)
  • Bucharest: EUR 3,200 to 5,500 gross (RON 16,000 to 27,500)
  • Cluj-Napoca: EUR 2,800 to 5,000 gross (RON 14,000 to 25,000)
• Senior QA Automation Engineer
  • Bucharest: EUR 2,800 to 4,500 gross (RON 14,000 to 22,500)
  • Cluj-Napoca: EUR 2,500 to 4,200 gross (RON 12,500 to 21,000)

Note: RON conversions assume approximately 1 EUR = 5 RON for simplicity. Market conditions vary.

Results in 90 days

• Time-to-shortlist reduced from 14 days to 6 days per role
• Time-to-offer reduced from 45 days to 22 days
• 19 hires across Backend, DevOps, and QA; 84 percent retention at 6 months
• Average fee: 16 percent of gross annual salary; average fee per role EUR 7,000 to 11,000
• DSO (days sales outstanding) reduced from 65 to 35 through ELEC-facilitated invoicing terms

How the delivery worked

1. Intake calibration
   • Jointly hosted a 60-minute intake with the DACH client and the Munich partner.
   • Locked target profiles, must-have tech, and coding test thresholds.
2. Talent map and outreach
   • Sourced primarily in Bucharest and Cluj-Napoca, extended to Timisoara as Plan B.
   • Used ELEC programmatic ads plus LinkedIn and local dev communities.
3. Two-tier screening
   • Tech screen by the Romanian boutique; culture and German-language check by the Munich partner.
4. Weekly steering meetings
   • 30-minute cadence with scorecard reviews and candidate-by-candidate decisions.
5. Offer management
   • ELEC salary benchmarks guided counter-offer defenses and ensured predictable closing.

Playbook you can copy

• Always co-brand submissions in cross-border projects to leverage local trust.
• Calibrate with three live CVs within 72 hours to align and reduce iterations.
• Secure weekly hiring manager syncs of 30 minutes; refuse to proceed without them.
• Propose a tiered fee: 16 percent base, 18 percent for roles closed in 21 days or less.
• Track these KPIs: CV-to-interview <= 3:1, interview-to-offer <= 2:1, offer acceptance >= 85 percent.

Typical employers in this segment

• Enterprise software vendors and large SaaS platforms
• Global fintech scaleups expanding engineering pods in Romania
• Recognized system integrators and IT services firms serving DACH accounts

Case Study 2: Timisoara skilled trades agency expands to the Netherlands and Belgium

The challenge

A Timisoara-based skilled trades agency specialized in welders, pipefitters, and CNC machinists. The local market was saturated and margin-compressed. The agency needed international assignments to boost fees and stabilize demand.

The ELEC approach

• Benelux demand corridor: ELEC introduced 3 Dutch and 1 Belgian industrial contractors needing 60+ welders and fabricators for 6 to 12-month projects.
• Compliance bridge: ELEC provided Posting of Workers guidance, EU A1 documentation checklists, and vetted payroll partners with on-site housing support.
• Safety and testing: Arranged TWI welding tests and EN ISO 9606 certifications in Timisoara, with remote client observation.

Compensation and rates

• Romania local roles
  • MIG/MAG welder: EUR 1,000 to 1,600 gross monthly (RON 5,000 to 8,000)
  • CNC machinist: EUR 1,100 to 1,800 gross monthly (RON 5,500 to 9,000)
• Netherlands projects
  • Typical bill rate: EUR 38 to 52 per hour per welder
  • Candidate pay: EUR 17 to 23 per hour gross, plus allowances
  • Net weekly take-home often EUR 550 to 750 after housing and taxes

Results in 6 months

• 74 workers deployed across 4 sites; fill rate of 92 percent against demand plan
• Average gross margin per deployed FTE: EUR 7.50 per hour
• Average time-to-deploy from shortlisting: 15 days
• Incident rate: 0 recordables; pass audits from Dutch HSE and client inspectors
• Repeat orders secured for the next 2 quarters

Operational blueprint

1. Candidate pool build
   • Ran 3 job fairs in Timisoara and Iasi; collected 210 qualified profiles.
   • Launched referral bonus of RON 1,000 paid after 4 weeks on site.
2. Pre-deployment readiness
   • ELEC safety onboarding videos with Romanian subtitles.
   • Tooling checklists and travel packing lists sent to all workers.
3. Compliance and payroll
   • Partnered payroll provider managed A1, insurance, and payslips.
   • Weekly timesheets through ELEC-standardized templates.
4. On-assignment care
   • Site coordinators conducted weekly check-ins to track satisfaction and attendance.

Typical employers in this segment

• Shipbuilding yards and heavy fabrication workshops
• Offshore maintenance contractors and EPC firms
• Precision machining and automotive component plants

Case Study 3: Iasi healthcare partner builds a Germany-Austria pipeline for nurses and caregivers

The challenge

A healthcare-specialist agency in Iasi had strong ties with public and private hospitals locally but limited exposure to EU cross-border placements. They sought higher wages for candidates and better fees for the agency while maintaining ethical recruitment standards.

The ELEC approach

• Language bridge: ELEC financed B1-B2 German language cohorts for 35 nurses through a partner school, with attendance tracking.
• Employer matching: Introduced 6 German clinics and 2 Austrian eldercare groups seeking general nurses, OR nurses, and caregivers.
• Recognition support: Guided documentation for diploma recognition and partial equivalence.

Compensation benchmarks

• Romania nurse roles (public and private)
  • Registered Nurse: EUR 1,200 to 2,000 gross monthly (RON 6,000 to 10,000)
  • ICU/OR Nurse: EUR 1,600 to 2,500 gross monthly (RON 8,000 to 12,500)
• Germany/Austria roles
  • Registered Nurse: EUR 2,600 to 3,400 gross monthly
  • Senior roles with shift allowances: EUR 3,500 to 4,200 gross monthly

Results at 9 months

• 48 placements with 90 percent completion of probation
• Average agency fee: EUR 3,500 per nurse, with payment split 30-40-30 (offer-start-probation)
• Candidate NPS: +62, driven by transparent relocation and family support
• Employer reorders: 5 of 8 partners expanded headcount for the following quarter

Ethical recruitment playbook

1. Transparent offers
   • Provided side-by-side pay comparisons in EUR and RON, including typical net take-home scenarios.
2. B1-B2 pathway
   • Contractually agreed employer co-funding for language training with clawbacks if the employer cancelled.
3. Family relocation support
   • Schooling info packs, housing leads, and community groups introduced pre-arrival.
4. Post-arrival check-ins
   • Weekly calls for 1 month, biweekly for 2 months, then monthly to 6 months.

Typical employers in this segment

• Regional private hospitals and surgical clinics
• Public eldercare facilities and rehabilitation centers
• Large healthcare groups with multi-site operations in Germany and Austria

Case Study 4: Bucharest hospitality partner scales to UAE F&B and front-office roles

The challenge

A Bucharest-based hospitality recruitment firm excelled in placing local hotel staff. Post-pandemic recovery brought a surge of roles in the UAE and Qatar that they wanted to capture. They needed rapid visa processing guidance, salary positioning by brand tier, and a trusted payroll and onboarding pathway for Middle East deployments.

The ELEC approach

• Demand curation: 4 UAE hotel groups and 1 F&B chain shared structured hiring plans via ELEC.
• On-the-ground support: ELEC partners in Dubai provided arrival briefings, bank account setup, and accommodation checks.
• Salary positioning: Framed offers in AED with EUR conversions, then reinforced the value of included benefits like housing and transport.

Compensation examples and EUR conversions

• UAE F&B Supervisor: AED 3,500 to 5,000 total monthly package
  • Approx EUR 875 to 1,250; framed against Romanian benchmarks of EUR 900 to 1,400 gross for similar responsibilities in Bucharest (RON 4,500 to 7,000)
• Front Office Agent: AED 2,800 to 4,000 plus service charge
  • Approx EUR 700 to 1,000; value increases with tips and shared accommodation
• Chef de Partie: AED 4,500 to 6,000 plus meals and housing
  • Approx EUR 1,125 to 1,500

Note: While these packages are in AED, the agency used EUR comparisons and RON equivalences so candidates from Bucharest, Cluj-Napoca, Timisoara, and Iasi could make informed decisions.

Results in 5 months

• 62 placements across FOH and BOH roles; offer-acceptance rate of 89 percent
• SLA adherence improved: average visa issuance time under 21 days post-offer
• Cancellations down to 6 percent due to pre-departure expectation setting

Delivery techniques that worked

• Pre-boarding calls with families to align expectations on accommodation and rotations
• Cultural briefings and customer service standards workshops co-led by UAE hotel trainers
• Collective airport transfers for cohorts to reduce drop-offs and first-week friction

Typical employers in this segment

• International 4- and 5-star hotel brands across Dubai, Abu Dhabi, and Doha
• High-volume casual dining groups and premium restaurants
• Resort and leisure operations with seasonal surges

Case Study 5: Bucharest shared services ramp with multilingual support and finance roles

The challenge

A multinational opened a new shared services center in Bucharest with an initial 120-headcount ramp across multilingual customer support, AP/AR, and reporting analysts. A local ELEC partner led the project but needed extra sourcing throughput for French, German, and Italian speakers, plus process standardization to keep quality high.

The ELEC approach

• Multi-partner squad: 3 ELEC partners split by language verticals, one lead agency managing the end client.
• Talent marketing: ELEC job distribution drove 2.4x more qualified applications in 30 days.
• Uniform assessment: Shared language tests, finance caselets, and customer scenario roleplays.

Salary benchmarks used (gross monthly)

• Customer Support with German
  • Bucharest: EUR 1,100 to 1,600 (RON 5,500 to 8,000)
• Customer Support with French or Italian
  • Bucharest: EUR 1,000 to 1,400 (RON 5,000 to 7,000)
• AP/AR Specialist
  • Bucharest: EUR 1,200 to 1,800 (RON 6,000 to 9,000)
• Reporting Analyst (Excel/Power BI)
  • Bucharest: EUR 1,600 to 2,400 (RON 8,000 to 12,000)

Results across 4 months

• 138 hires completed, 11 percent above plan to build bench
• Average time-to-offer: 12 days; average time-to-start: 26 days
• Quality of hire: 30-60-90 day pass rates at 94 percent, 91 percent, and 89 percent
• Cost per hire reduced by 19 percent compared to internal-only recruiting

Execution blueprint

1. Project management
   • Weekly steering with HRBP, operations, and training to align start dates and cohort sizes.
2. Funnel design
   • 24-hour CV review SLA; 72-hour interview cycle; same-week offer decisions.
3. Candidate experience
   • Personalized city guides for Bucharest and relocation micro-grants of RON 1,500.
4. Training alignment
   • ELEC templates used for customer empathy and finance SOPs to reduce first-30-day attrition.

Typical employers in this segment

• Global BPO and SSC providers
• Multinational retailers and e-commerce firms centralizing operations
• Enterprise software and IT services groups with EMEA support hubs

Salary and labor market snapshots: Bucharest, Cluj-Napoca, Timisoara, Iasi

To help you calibrate offers and negotiations, here are quick, practical snapshots. All figures are indicative gross monthly salary ranges and may vary by employer, seniority, and benefits.

Bucharest

• Software Engineer (mid to senior): EUR 3,000 to 6,000 (RON 15,000 to 30,000)
• DevOps/Cloud: EUR 3,200 to 5,500 (RON 16,000 to 27,500)
• Customer Support with major EU language: EUR 1,000 to 1,600 (RON 5,000 to 8,000)
• Finance Analyst: EUR 1,600 to 2,400 (RON 8,000 to 12,000)
• Welder/CNC (local industry): EUR 1,000 to 1,700 (RON 5,000 to 8,500)

Typical employers: multinational SSCs, BPOs, fintech and software vendors, large retail and logistics groups, automotive suppliers.

Cluj-Napoca

• Software Engineer: EUR 2,800 to 5,500 (RON 14,000 to 27,500)
• Data Engineer: EUR 3,000 to 5,000 (RON 15,000 to 25,000)
• QA Automation: EUR 2,500 to 4,200 (RON 12,500 to 21,000)
• Customer Support with German: EUR 1,050 to 1,550 (RON 5,250 to 7,750)

Typical employers: product development labs, IT outsourcing hubs, medtech and automotive R&D centers.

Timisoara

• Embedded Engineer: EUR 2,400 to 4,200 (RON 12,000 to 21,000)
• QA/Testing: EUR 2,000 to 3,500 (RON 10,000 to 17,500)
• Skilled trades (welding/CNC): EUR 1,000 to 1,600 (RON 5,000 to 8,000)
• Customer Support multilang: EUR 900 to 1,300 (RON 4,500 to 6,500)

Typical employers: automotive electronics, industrial manufacturing, shared service units.

Iasi

• Software Engineer: EUR 2,200 to 4,000 (RON 11,000 to 20,000)
• QA: EUR 1,800 to 3,200 (RON 9,000 to 16,000)
• Registered Nurse: EUR 1,200 to 2,000 (RON 6,000 to 10,000)
• Customer Support: EUR 800 to 1,200 (RON 4,000 to 6,000)

Typical employers: healthcare providers, IT outsourcing, SSCs, universities and research centers fueling junior pipelines.

Practical, actionable advice: replicate these wins step by step

Use this playbook to capture more value from the ELEC network and scale your agency.

1) Define your right-to-win and your non-negotiables

• Niche down for credibility: 2 to 3 verticals where you can show candidate pipelines and reference projects.
• Set your floor: minimum fees, payment terms, and SLA standards you will not go below.
• Build proof fast: 3 case snapshots per niche with metrics and candidate quotes.

2) Structure your offers and fees with clarity

• Fee bands by difficulty
  • Standard roles: 12 to 15 percent of gross annual salary
  • Scarce roles or 21-day sprints: 16 to 18 percent
  • Contract staffing: 12 to 22 percent gross margin target
• Payment terms
  • Default net 30; offer 2 percent discount for net 10 on volume ramps
  • Split billing for relocations and healthcare: 30-40-30
• Replacement policy
  • 90-day guarantee for standard roles; 120 days for leadership

3) Calibrate salary ranges using Romania as a source hub

• Bucharest engineers: EUR 3,000 to 6,000 gross monthly; QA EUR 2,800 to 4,500
• Cluj-Napoca engineers: EUR 2,800 to 5,500; data roles EUR 3,000 to 5,000
• Timisoara embedded and trades: EUR 1,000 to 4,200 depending on role
• Iasi healthcare and IT: EUR 800 to 4,000
• Always show RON equivalents in job ads to reduce confusion; use a round 1 EUR = 5 RON for simplicity.

4) Run intake meetings like a pro

Use this 45-minute agenda:

1. Hiring context: business problem, timeline, headcount ramp
2. Must-haves vs nice-to-haves: lock 3 must-haves
3. Screening assets: test links, caselets, scenario scripts
4. Salary and benefits: floor, ceiling, relocation scope
5. Process SLAs: CV review SLA, interview batch days, decision windows
6. Scorecards: agree on 4 to 6 weighted competencies

5) Build two-tiered partnerships for speed and coverage

• Frontline sourcer: your team for top-of-funnel speed
• Local verifier: ELEC partner in the client market to validate cultural and regulatory fit
• Shared CRM etiquette: status updates, ownership rules, and candidate cooling periods

6) Standardize your submissions and reduce interview waste

For each candidate, include:

• Candidate summary: location, availability, comp expectations (EUR and RON)
• Skills matrix: must-haves with proficiency levels
• Work rights and relocation notes
• Pre-validated reference or portfolio links
• Clear withdrawal policy and consent confirmation

Target funnel ratios:

• CV-to-interview: 3:1 or better
• Interview-to-offer: 2:1 or better
• Offer acceptance: 85 percent or higher

7) Market your roles with clear, city-specific messaging

• Bucharest: highlight metro connectivity, SSC ecosystems, and higher salary ceilings
• Cluj-Napoca: emphasize product teams, tech meetups, and R&D labs
• Timisoara: showcase manufacturing, automotive, and cross-border projects
• Iasi: promote balanced cost of living, healthcare hubs, and university pipelines

8) Comply early and often

• EU assignments
  • Posting of Workers notices, A1 certificates, host-country minima, and housing standards
• GCC placements
  • Visa categories, medical checks, contract attestation, arrival briefings
• Data protection
  • Candidate consent, retention windows, and deletion protocols in line with GDPR

9) Track the only metrics that matter

• Revenue per recruiter per month
• Gross margin per seat per week for contractors
• Time-to-offer and time-to-start by role family
• DSO and cash conversion cycle
• 30-60-90 day quality-of-hire pass rates
• Candidate and client NPS

10) Build a repeatable marketing engine

• Weekly wins: short LinkedIn posts with quantifiable results
• Quarterly case studies: like those above, with explicit salary and timeline data
• Salary guides: publish EUR/RON bands for Bucharest, Cluj-Napoca, Timisoara, Iasi each quarter

Templates you can use today

Job brief template

Use this to align with clients and reduce back-and-forth.

• Role title and function
• Top 3 must-haves and 2 nice-to-haves
• Location and remote policy; relocation scope
• Salary range in EUR and RON; bonus and benefits
• Interview process with SLAs
• Start date target and urgency
• Why join: team mission, projects, tools

Salary calibration snippet for job ads

• Bucharest: mid QA, EUR 2,800 to 4,000 gross (RON 14,000 to 20,000)
• Cluj-Napoca: senior backend, EUR 3,500 to 5,500 gross (RON 17,500 to 27,500)
• Timisoara: CNC machinist, EUR 1,100 to 1,700 gross (RON 5,500 to 8,500)
• Iasi: registered nurse, EUR 1,200 to 2,000 gross (RON 6,000 to 10,000)

Interview scorecard outline

• Technical depth: 30 percent
• Problem-solving: 20 percent
• Communication: 20 percent
• Culture and values: 15 percent
• Practical exercise or test: 15 percent

Service level agreement (SLA) highlights

• CV review in 24 hours, feedback in 48 hours
• Weekly 30-minute steering meeting
• Offer decision within 72 hours of final interview
• Replacement guarantee terms and timelines clarified upfront

Common pitfalls and how to avoid them

• Vague salary ranges: Always show floors and ceilings in EUR and RON.
• Weak partner orchestration: Nominate a lead and codify handoffs; avoid double-submissions.
• Overpromising on start dates: Align with visa or relocation timelines; publish a realistic Gantt.
• Ad-hoc compliance: Use ELEC checklists and providers; document everything.
• One-size-fits-all marketing: Localize job ads and benefits for Bucharest, Cluj-Napoca, Timisoara, and Iasi.

What these success stories tell us

Across IT, skilled trades, healthcare, hospitality, and SSC ramps, a consistent pattern emerges:

• Credibility comes from specialization and data: job-specific salary bands, time-to-fill targets, and case evidence.
• Speed comes from orchestration: intake precision, two-tier partner delivery, and standard submissions.
• Profitability comes from discipline: fee bands, payment terms, and KPI-driven process control.

That is the ELEC network advantage: it lets your team operate like a larger, cross-border firm without the fixed cost and risk, while maintaining your local strengths.

Conclusion and call to action

If you recognize your agency in these stories and want to scale with less guesswork, ELEC is built to help you do exactly that. Whether you are a Bucharest boutique aiming for DACH enterprise clients, a Timisoara trades specialist ready for Benelux projects, an Iasi healthcare recruiter targeting Germany and Austria, or a Cluj-Napoca tech firm expanding into product engineering, ELEC provides the partners, playbooks, and platform to make it repeatable.

• Book a discovery session to map your next two quarters of growth with the ELEC partner team.
• Ask for the cross-border compliance starter pack and salary benchmarking kit.
• Join a live partner roundtable to learn how others are winning and what to copy straight away.

Your next win can be bigger, faster, and simpler. The network is ready when you are.

FAQ

1) What is the ELEC network in practical terms?

ELEC is a partner ecosystem and enablement platform for recruitment and staffing firms operating across Europe and the Middle East. Partners access vetted demand and supply, standardized SLAs, compliance playbooks, candidate marketing infrastructure, and hands-on support to win projects and deliver faster.

2) How quickly can a new agency start seeing results after joining?

Most partners see measurable traction within 30 to 60 days. The fastest wins come when you choose two to three niches, upload existing candidate pools, and co-bid on a live project with a lead ELEC partner who already has client access.

3) Which markets does ELEC support today?

ELEC is active across the EU and the Middle East, with strong corridors connecting Romania, Poland, and the Baltics to Germany, the Netherlands, Austria, the Nordics, and GCC hubs like the UAE and Saudi Arabia. We continue to add demand and supply partners each quarter.

4) How does ELEC ensure cross-border compliance?

We provide practical checklists, vetted payroll and legal partners, and standard documentation for EU Posting of Workers, A1 certificates, minimum wage alignment, housing standards, and GCC visa processes. We do not replace legal counsel but ensure you have a proven pathway and reliable providers.

5) What fee models do partners typically use?

For permanent roles, partners commonly charge 12 to 18 percent of gross annual salary depending on scarcity and timeline. For contract and temporary staffing, partners target a 12 to 22 percent gross margin and use weekly or monthly timesheet-based invoicing with clear overtime rules.

6) Can small agencies really win enterprise mandates through ELEC?

Yes. The case studies above show boutiques landing DACH enterprise tech roles, Benelux trades projects, and UAE hospitality ramps by co-delivering with trusted local partners and using ELEC-standard SLAs and submissions. The key is focus and orchestration.

7) How do salary ranges in Romania compare regionally?

Romania remains highly competitive, especially in Bucharest and Cluj-Napoca for IT and SSC talent, Timisoara for manufacturing and skilled trades, and Iasi for healthcare and balanced cost-of-living tech roles. In this post, we provided clear EUR and RON ranges you can reuse for calibration when engaging candidates and clients.

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If you want the editable versions of the job brief, SLA, and scorecard templates mentioned above, reach out to the ELEC team. We are happy to share the toolkit and help you tailor it to your next project.