We’ll start every new search by building it’s own search roadmap, defining where and how we’ll find suitable candidates for your position(s). We’ll identify target organizations and use internal databases and premium access subscriptions, then network to find best-of-the-best candidates. Our roadmap is shared with and approved by you before outreach begins, so that there is universal agreement on our search focus.
We understand that every company doesn’t require the same exact search parameters and will create custom search parameters for each job search. We will work with you and your legal group to ensure that critical requirements are included and the agreement amended expediently.
We’ll assign a dedicated recruiter that will use leverage our experience in the industry to create an effective game plan. Depending on the plan you choose, your recruiter will handle up to a certain number of new searches at once. Your recruiter will be your main contact point and your go-to throughout the process.
Once the agreement is completed, we’ll meet with the hiring executive(s) and other relevant participants to build the search criteria. During this process, our goal is to build an exact profile for the ideal candidates together. We’ll discuss performance expectations of the position(s), the culture of the organization, existing team construction, current competencies/styles and must-have attributes.
Research and candidate development
We set the search in motion and utilize the roadmap to guide the research and candidate development process. This is a heads down approach utilized to surface and get in touch with the most talented and suitable candidates possible. We’ll talk to and screen many candidates, utilizing our own proprietary databases, state-of-the-art tools and technologies, industry specific user groups, referrals and more.
We schedule frequent progress calls with clients to keep active candidates engaged and the search process on target. The progress calls are typically scheduled at a set time each week and are treated as a meeting that must be attended by both parties.
Searches start fast and furious, but it’s the middle stretch when we evaluate the status of the search with our clients. We seek feedback to help us understand if we are spot-on or how we can tighten the search. Often, a search might change its parameters, and the process review allows us to address the change(s) accordingly, while keeping both us and our client on the same page.
Since we typically have a fixed weekly status call with our clients, we’re able to present candidates and get client feedback quickly. Oftentimes, we’ll be able to discuss the details behind the scorecard, the reasons why the candidate is a good fit and define the next stage of the process. Throughout the process, we will share honest and unfiltered feedback, so that our clients know exactly what we know.
As the clients close in on finalists, we begin a formal referencing process. Depending on the confidentiality of the search, we’ll conduct personal and professional references that we’ll convey to the client. These reports will be factual and will include information, good or bad, that will help understand the candidate through the eyes and experiences of former colleagues and personal relationships.
We’re often looked at as a moderator in the recruiting process. Being able to openly communicate with both sides allows us to help our clients come to a mutually agreeable offer that yields acceptance. We work for our clients and this process is instrumental in avoiding common negotiation pitfalls and ultimately obtaining a agreement between the two parties.
After the candidate onboarding, we keep an open line of communication with both the client and candidate, helping us answer any questions that may become issues. In addition, we regularly check-in with the client and the candidate to make sure everything is going as well as expected. We’ll also continue our search and will build a bench of suitable candidates.