Our Process

We provide executive recruiting, consulting and team augmentation services for the information technology, finance, print, plastics and packaging industries

We offer contingency, retained, exclusive searches and team augmentation. Services offered may vary depending on the type of search you decide on.

It begins with the Client Interview

The client interview is designed to gain insight into your organization, hiring practices and company culture. The interview takes 30-45 minutes and includes a questionnaire designed to gain insight and also develop a pre-approved job profile.

AFTER THE INTERVIEW

Step 2: Job Profile

A Job Profile will be created to reflect the specific skills and behaviors you are looking for in a successful candidate. This information will help keep interview team members aligned and will provide valuable behavioral based screening questions for each candidate.

Step 3: Identification

Companies are researched to determine who should be contacted within those companies with the appropriate skill set. This allows us to identify top-of-class candidates in the passive candidate pool, as opposed to candidates found on job boards and who respond to internet postings, enabling you to hire the best talent, not just the best unemployed candidate on the market.

Step 4: Execution

Our philosophy is that the very best candidates don’t have to look for their next opportunity. Their reputation precedes them and opportunities come to them. Our job is to deliver our clients’ messages to the top candidates. It’s well-known that:

75+% of candidates are passive – they’re not looking for a job but they are open to an “opportunity. This is where the A-Players live.

10% of the market will never leave, until they’re fired or retire.

13% are actively looking for jobs and oftentimes because they’re unemployed.

Step 5: Screening

Since we learn so much about your organization, we are able to effectively screen candidates specific to your unique environment. We partner with you in crafting a requirement list to drill down to candidates who not only have the skills necessary to do the job, but also the required behaviors, values, character traits and soft competencies – the defining criteria that leads to effective performance. In addition, we are able to offer results from wonder score.

FOLLOWING THE SCREENING

Step 6: Reference Checks

Not only do we find A-Players for our clients, but we are uniquely different than most search firms in that we validate this by checking references for our candidates before we send them to our clients. We make sure that our candidates have the right core competencies, values, and behaviors needed to make a difference in your organization.

Step 7: Delivery

We maintain one of the best offer/acceptance ratios in the industry, which means that our clients hire more of the people they interview. This saves you time and prevents a negative reputation in the market. By pre-closing candidates, you know how to get the candidates you want, when you want them. In short, we treat your hiring of the right candidates as a deliverable.

Step 8: Updates

An in-depth, focused and specific search takes time. We don’t present candidates just to be first. We present the right candidate. The typical search takes 14-30 days. We provide a weekly update and share valuable marketplace information on the type of candidates ( job title, company and years of experience) we are contacting, how many we have contacted, the kind of responses we are getting, the average compensation range. This provides valuable information for a successful search.

Post Hire Performance

We will follow-up with both the employee and the employer for more than a year after the placement is actually made to guarantee a smooth transition is made and the performance of both parties is moving in a highly productive manner.