Your Success Starts Here

The first step is to establish a very clear understanding of the ideal candidate and any acceptable deviations to the targeted profile. This is generally done via a streamlined and focused detailed discussion with the hiring managers.

Second is to agree on a timeline and the step by step hiring process used by the client, or per our suggestion. It is beneficial that a specific ‘chain of events’ is established, and which can be shared with candidates at the beginning of the process. This supports our, and our clients’, credibility and assists in gaining a candidates’ trust.

The third phase focuses on the research and identification of target candidates. This includes the utilization of our own extensive proprietary database, established referral sources, various online subscription services and basic internet research targeting relevant associations, trade shows and industry-focused journalism outlets.

Next comes the initial, individualized, approaching of the target candidates. The specific methods depend on the existing relationship to the target, or a viable referral source.

After a group of interested candidates have been developed, we begin the specific ‘drilling down’ on the areas of detailed qualifications, experience, motivation, character, life situation and long-term outlook.

The selected final candidates are then presented to the client with a written summary, resume and subsequent discussion.

The client commences with the agreed upon interview process.

Clients are provided with candidate feedback after each interview and supported throughout all aspects of the hiring process as needed.

After an offer is tendered, we work through the details of the acceptance, resignation and transition of the new hire.

We maintain contact with the new hire during the first year of employment and provide feedback to the client as appropriate.

1. Best choice when a complete and comprehensive search of all available target candidates is to be conducted.
2. Thorough, continuous search with myopic focus, utilizing a variety of resources to identify, attract and deliver the best possible talent for the client until the potential candidate pool has been exhausted.
3. All candidates, regardless of source, put through homogeneous and in-depth screening prior to presentation to client.
4. Recruit openly with objective to widen the “recruiting net” and serve as “PR” for client.
5. Customized presentation format for each client which could include in-depth candidate evaluation reports, detailed references, behavioral assessment profiles, etc.
6. Periodic progress reports detailing search activity and market feedback including who has been contacted and the corresponding result.
7. Recorded video presentation of ‘short list’ candidates answering qualifying questions or presenting themselves.
8. Extensive preparation of both sides; candidates are given in-depth understanding of position, company, and culture. Hiring managers are provided with detailed “hot buttons” regarding candidate’s interests, motivations, compensation, and personal family issues.
9. Detailed post interview feedback presented to client after each interview.
10. Recruiter is perceived by candidates as a member of clients’ team with interest in serving both sides fairly. Enhances image of client and legitimizes validity of the search.
11. Extensive coverage of resignation process with a customized follow-up report once candidate in position for a specified length of time.
12. Extended replacement guarantee.

1. Most popular choice among clients with critical needs to be filled on time.
2. Lower cost to hire with reliable results based on mutually agreed upon timeline.
3. Thorough, continuous search with myopic focus, utilizing a variety of resources to identify, attract and deliver the best possible talent for the client until the project is completed.
4. All candidates, regardless of source, put through homogeneous and in-depth screening prior to presentation to client.
5. Recruit openly with objective to widen the “recruiting net” and serve as “PR” for client.
6. Customized presentation format for each client which could include in-depth candidate evaluation reports, preliminary references, behavioral assessment profiles, etc.
7. Periodic progress reports detailing search activity and market feedback.
8. Extensive preparation of both sides; candidates are given in-depth understanding of position, company, and culture. Hiring managers are provided with detailed “hot buttons” regarding candidate’s interests, motivations, compensation, and personal family issues.
9. Detailed post interview feedback presented to client after each interview.
10. Recruiter is perceived by candidates as a member of clients’ team with interest in serving both sides fairly. Enhances image of client and legitimizes validity of the search.
11. Extensive coverage of resignation process with a customized follow-up report once candidate in position for a specified length of time.
12. Extended replacement guarantee.

1. Best choice for less urgent needs or when internal efforts are being utilized simultaneously.
2. No up-front financial commitment from client needed.
3. Focus is on recruiting from existing network of contacts and proactive outreach to select target companies.
4. Emphasis on speed.
5. Up to three candidates are presented as soon as basic qualifiers have been met.
6. 30 day replacement guarantee.