Suzanne Alexander
Suzanne AlexanderFounder & Recruiter

A Message From
Suzanne (Raven) Alexander

Our goal is to build strong relationships with our clients so that we understand both their culture and the type of candidates that they need.   We are dedicated to understanding the unique skill sets that your company requires.  We define ourselves by the strong relationships we develop with our clients and candidates.  Our responsiveness and flexibility is what sets us apart.

With a reputation built on a solid foundation of ethics, professionalism, and value to our partners, SMR Services Group is committed to forging strong, effective, long-lasting relationships between our candidates and clients.

To provide you with the highest level of service, we only work with a few select companies at a time. This allows us to become thoroughly familiar with your company, culture and business needs.
Since a candidate's first impression of your company often comes from us, we want our company to be an extension of yours. We take the necessary time to get to know your specific needs, and we will only present a candidate to you after we have carefully screened him or her and determined that there is a good fit for both.



Our Core Values

SMR Services is a group of Recruiting Professionals who are focused and dedicated to delivering exceptional results. We specialize in connecting NDT & Engineering professionals to leading organizations.



Our Vision For the Future

Founded in 2001 by an industry veteran recruiter with a focus on one industry for over 18 years, enables us to generate faster and more successful placements with our clients. By design, SMR has built an environment to attract and retain our own talent pool. All of our customers have been with us for 15+ years, and our overall retention rate is higher than the industry average.
Every day we continue to expand our industry knowledge and keep our database up to date by continuously executing similar searches.


Our Job is to Serve You.

SMR Services Group is committed to developing strategies with clients. Recognized for our ability to network, locate and identify top candidates, quickly and accurately for our client companies.

Sometimes it only makes sense to pay when the process is complete and your new hire is on board.  Contingency recruiting is particularly appropriate for companies looking to fill mid-level positions on a non-confidential basis.  

Fees for contingency searches are based on 25-30% of the candidates first years Anticipated Annual Salary, however this can vary depending on the geographical location being sourced, the industry and the specific talent that is being recruited, as well as the number of positions being filled. 

At SMR Services Group, we treat contingency recruiting with thoroughness, professionalism and discretion.

Candidates in a contingency search are usually identified through an existing database or from public job boards.  The search process is usually less structured than with a retained search, and less about an exact “fit” and more about getting potentially qualified candidates in front of the client so that the client can make his or her own final assessment.

Should a candidate, placed by SMR, on a contingency search, be terminated for cause within 90 days of placement, SMR guarantees to provide a replacement search.

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A retained search is particularly appropriate when your position or project is urgent, and the new hire will have a significant impact on your companies performance, or if new opportunities emerge that must be quickly addressed.
A retained search option represents a commitment from both parties and sends a strong message to your potential candidates that the company highly values this opportunity.

For when you need SMR to dedicate their efforts to your specific needs and your positions need to be filled in a specific and critical time frame, SMR charges a fee that is equivalent to 25% of the placed candidates first Years Anticipated Annual Salary, including bonuses and/or premiums.

The retainer fee is charged for consulting services that is not contingent on the hiring of a candidate.  One-half of the fee is due when the assignment begins, and the remaining balance is then due upon the candidates start date.

Should a candidate, placed by SMR Services Group, Inc, on a retained search, be terminated for cause within 90 days of placement, SMR guarantees to provide a replacement search at no additional charge.

 Retainer -VS- Contingency

Contingency recruiting can be very effective for high- volume, low skill, or low impact positions. In these circumstances, there is no compelling argument to employ the stringent practices of a retained targeted search firm.  However, for high- impact positions, it makes more sense to pay a qualified professional firm to commit trained, experienced and motivated resources to a process designed to identify and attract the best candidates in the business.

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Extension to HR (eHR), is a growing practice and is defined as a specialized service that allows clients to outsource some or all of their recruitment functions.  Our eHR Solution is particularly cost-effective for the client and the level of personalized attention and professionalism is unsurpassed.

At SMR Services Group, we will work closely with you to improve the recruitment efficiencies of the quality of hires, speed of delivery and cost containment.  We are not an unfamiliar third party you just reach out to, we come in as an extension of your HR Team.   By taking the administrative burdens and back-end operations out of the hiring process, you are able to devote your time, skills and resources to what you do best, running your business and cultivating its growth.                                          


Since most CEOs and founders are not trained recruiters, they generaly have very little idea about how to
recruit properly.  And because they are so busy running their organization, they do not have the time to invest enough time in the recruiting process.


Utilizing SMR Services Extension to HR program allows your company’s HR department to focus on strategic initiatives, leveraging its core competencies and reducing your human capital expenses.

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1) Reducing Costs -  Do you spend a lot of time and money on headhunters and job boards?  Dont waste your time in lengthy hiring processes or outdated (or a lack of) technology. By utilizing the eHR Program, you will reduce recruiting costs by streamlining your recruiting process and showing you how to find good candidates better and with less time and money.

2) Consistent Recruit-to-Hire Process - One issue that plagues companies who have multiple departments where each one has their own hiring process, is that candidates do not know where they stand, or even know what is to happen next.  We can help you keep everything together and make the recruit-to-hire process consistent for both parties and across the entire company, making it easier for everyone to stay In-the-know.

3) Increase of Quality Candidates - Hiring managers know that a great candidate is much more than a combination of experience and education, but also includes personality and previous accomplishments. Hiring managers who are pressed for time to fill a position, or have a ton of candidates to go through, may not necessarily take a look at the qualities that determine whether or not the new hire will stick with the position. An RPO solution can get into those qualities while still looking for candidates who have the needed experience and education.

4) Enhanced Employment Branding - The employment brand is essentially the identity of the company as an employer, and when every other aspect of the recruiting process is in place and doing well, the employment brand improves. If your candidate quality improves, that only looks good to other potential candidates for your organization. If your hiring managers are satisfied and are working in a consistent recruit-to-hire process, then people who go through that process will only have good things to say about it and your company as an employer. Overall, RPO helps the company in many more ways that just cutting recruiting costs or filling positions faster. RPO can actually help a business become a better place to work.

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