We’re dedicated to providing your business with highly skilled professionals well-matched to your unique hiring requirements and workplace environment. Our Recruiting Process is thorough and purposeful. It ensures that we recruit the right people, and that you have a complete understanding of who we are, what we do, and what we expect from you.

#1

DEFINE THE CLIENT COMPANY’S NEEDS

  1. Consult with the hiring manger about the specific position requirements, workplace culture, company history and market position
  2. Offer consultation regarding salary level or hourly rate

#1

#2

CREATE THE RECRUITING PLAN

  1. Marketing via our website and external industry related job boards and social media
  2. Direct contact with potential candidates via industry resources.
  3. Head hunt: uncover more candidates including the passive candidate.

#3

DEVELOP LIST OF POTENTIAL CANDIDATES

  1. By Geographic Region
  2. By Abilities and Experience Level
  3. By Job Function and/or Title

#3

#4

ACTIVELY RECRUIT CANDIDATES THAT HAVE BEEN IDENTIFIED AS POTENTIAL MATCHES

  1. Present Career Opportunity
  2. Qualify and evaluate potential candidates
  3. Anticipate possible problems – Counteroffers, relocation assistance, non-compete contracts, etc.

#5

ARRANGE INTERVIEW FOR CLIENT COMPANY

  1. Present summary of each candidate verbally and by email with resume
  2. Recommend appropriate interviews
  3. Arrange each interview
  4. Prepare candidate and hiring manager

#5

#6

GET DECISIONS THAT LEAD TO PLACEMENTS

  1. Debrief candidate and hiring manager
    1. Should we move ahead?
    2. Should we interview other potential candidates?
    3. Should we maintain or change the direction of the search?

#7

IF CANDIDATE IS THE RIGHT FIT FOR CLIENT COMPANY

  1. Assist employer with assembling an offer that is likely to be well received
  2. Present offer to candidate
  3. Negotiate, if required

#7

#8

GET DECISIONS THAT LEAD TO PLACEMENTS

  1. Debrief candidate and hiring manager
    1. Should we move ahead?
    2. Should we interview other potential candidates?
    3. Should we maintain or change the direction of the search?

#9

FINAL

  1. Discuss with future employee on resigning from current employer
  2. Confirm start date
  3. Follow up with candidate and manager for the first 30 days and/or beyond

#9