what to expect working with us

Every position, organization, hiring manager and recruit are different.  We tailor the process to what you need. We will work with you to determine the best approach to help you achieve your goals. 

POTENTIAL Search Process;

1.   INITIAL DISCOVERY MEETING targeted at creating Detailed Job Requirements

  • Assess past and current recruiting strategy

  • Obtain detailed job requirements details; including: responsibilities, direct reports, environmental factors, reporting structure, review of org chart, previous education, experience and background necessary for success

  • On-site meeting to understand client’s culture, environment and other factors

2.   SOURCING

  • Utilizing current database of potentially qualified candidates

  • Headhunting those candidates in similar role, environment, background and education

  • Advertising with websites, job boards, associations related to where best candidate may be sourced

  • Networking with existing community of potentially qualified candidates and seeking additional names for other candidates.

3.   CANDIDATE ASSESSMENT

  • Screen CV/Resumes against detailed job requirements

  • Conduct Interviews; conducted on the phone with a follow-up meeting in-person or via video-conference dependent on candidate location

  • This can include organization mandated screening (Wonderlic, Insights, Meyers Briggs etc.)

4.   SHORT LIST OF QUALIFIED AND SCREENED CANDIDATES

  • Brief Client on selected candidates for short list.

  • Present CV, profile and case for potential candidates (this is typically a face-to-face meeting with the client to discuss each candidate in detail and determine who should have the opportunity to interview

5.   CLIENT INTERVIEWING, REFERENCE CHECKS & OFFER NEGOTIATION

  • Schedule interviews on behalf of client at convenient time and location

  • Brief Candidate on interview process & client requirements

  • Follow up on completed interviews and provide feedback to both candidates & clients

  • Debrief with client in regards to moving forward or declining candidates

  • Dismiss candidates not moving forward in process

  • Reference Checks; previous supervisors, direct reports and colleagues

  • Provide selected candidate with formal offer documents

  • Confirm start date and satisfaction of both candidate and client

6.   FOLLOW UP ON PLACEMENT MADE

  • Follow up with both client and candidate on start date, end of Week 2, Month 1, 3 & 6 in order to understand and mitigate potential issues and highlight positives