Search → Interview → Hire


Search

Learn & Design

Our ability to effectively recruit the right candidate depends upon this conversation. We must know as much about you, as you want to know about your next hire. We inquire about your open position, note any special projects and challenges associated with the role, discuss traits of successful employees, your management style, department structure, company culture, hiring process and timeline. Once expectations are set, we agree upon a framework for the search. This allows us to serve as an extension of your company and represent its facets accurately.

RESEARCH & REFERRAL

The best candidates are not always found in the most obvious places – our knowledge of the market and comprehension of your needs allows us to get creative and find what you are looking for.

We create a list of potential people, companies and associations to target for referrals and viable candidates. The possibilities as to how we find exceptional candidates are endless but we will let you know how we did it.

EVALUATE

We get to know prospective candidates prior to discussing the opportunity in detail. We design and administer questionnaires to qualify experience, technical skills, personality and character. After the opportunity is discussed further, we provide candidates time to research your organization. Once we are convinced they are interested and a good fit, we present their dossier to you.


Interview

PRESENT

We present candidates as we qualify them and work to uncover 3-5 that meet or exceed what you are looking for. Our ethic here is simple – we only present candidates you would want to interview. We would rather inform you we have not found anyone than waste everyone’s time.

STRATEGY & INTERVIEW

Strategy calls are offered to both candidate and employer before the interview. The purpose of these conversations is to help the right person get the job and not the best salesperson.

Interviewing is personal. Our debriefs help maintain an open line of communication between candidate and employer after the interview to ensure that all parties walk away with an accurate perception of each other and an experience worth recommending.

ANALYZE

We help facilitate the decision making process by ensuring that all angles have been considered by employer and candidate. Tough questions must be asked, and thought processes must be challenged to gain confidence in your decision.

At the discretion of the employer, detailed reference checks can be completed by us to substantiate the hiring decision.


Hire

NEGOTIATION

We help the candidate determine reasonable compensation expectations, and simultaneously assist the employer in creating the right offer.

Our recommendation is to consider candidate expectations, internal equity and the market to make your first offer your best offer. Haggling over salary can offend either party and can be a dangerous way to start a new relationship.

OFFER

The situation often determines who should present the offer. We are here to help and do what is best for both you and the candidate. The right candidate is hired when channels of communication remain open and all recommendations have been considered.

At this stage we can also help facilitate the background check and drug screening.

HIRE & ON-BOARDING

By this point, the candidate has been briefed on how to resign professionally and has critically evaluated the pitfalls of a counter offer. We stress that it is their responsibility to consciously stop such a conversation from taking place, given they have already accepted your position.

Post-placement, we keep in contact with both the hiring manager and candidate to discuss the transition.