Our process is simple and straight forward. Here is how we do what we do:
Part One – Qualify the Position
Step 1: We qualify/define requirements
Working in conjunction with your management team, we do a full needs analysis resulting in written search assignment (i.e., position requirements, roles and responsibilities, benefits and compensation, etc.)
Step 2: Craft the marketplace message
Discussions that shape market position, organizational structure, competitors, culture and value proposition.
Step 3: Our team gets on board
Each member of the search team is brought up to speed on the critical nature of your hiring need.
Step 4: Search strategy set
We compile a targeted list of candidate sources. These sources include competitors, networking with industry contacts, executive level contacts, database and original sourcing calls.
Part 2 – Implement the search
Step 1: Candidate identification
Our recruiting team takes client message to market. Contacts targeted source list.
Step 2: Detailed interview and qualification process
Assess credentials, motivations, and career objectives and qualify achievements based upon client requirements.
Step 3: We reference and verify
In-depth verification of W-2, work history, character reference with a number of different contacts including supervisors, peers, customers and direct reports.
Part 3 – Select the candidates
Step 1: We present the candidates
Verbal presentation of our “short list” of qualified candidates.
Step 2: We manage client/candidate interviews
Coordinate logistics of interview process, including pre- and post-interview briefings with candidates and clients.
Step 3: We help you select the final candidates
Consult with client to narrow down “short list” to finalists.
Step 4: We conduct pre-offer preparation
Reconfirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.
Part 4 – Candidate offer and close
Step 1: We present the offer to candidate.
Present all components of offer, including: compensation (bonus, commission structure, stock, etc.) benefits, title, reporting structure, and start date.
Step 2: We facilitate any negotiation
Keeping client’s and candidate’s best interests in mind, we secure final agreement of terms.
Step 3: We get a formal acceptance of the offer
Obtain signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc.
Step 4: We follow up with your new hire
Track progress of resignation through successful on-boarding