This may be a face-to-face or an extensive phone meeting with the employer to determine:

• Your company’s current and future hiring needs
• It’s vision, culture, growth plans, values, etc.
• Critical competencies, skills, personality traits required for both short and long-term success

Once competencies for candidates have been agreed upon, we present your company’s vision and open opportunity to perspective candidates.

Once a pool of candidates fitting your search criteria has been obtained, the interview process begins. This consists of anywhere from 1-30 in-depth phone interviews that narrows the list to candidates with the highest probability of being a fit for the position.

When completed, a list of the 8 best candidates will be given a 2nd interview to deeply explore any areas of concern noted in our 1st initial screen.

Once you complete your candidate interview process, we will discuss your assessment of the candidates and agree on next step/strategy. This step can be handled in the following ways:

1. We can offer the position to the candidate and drive compensation negotiations
2. The employer can handle the offer and compensation negotiations

Historically, the more involved we are throughout this process at this stage, the MUCH higher chances of all parties getting what they want.

We stay in contact with the chosen candidate after the deal is struck, guiding them through the transition period of possible counter-offers from their current employer and helping them maintain confidence/excitement around the transition to avoid buyer’s remorse.

Once the candidate starts, we maintain contact with you and the candidate to assure a successful on-board process and smooth assimilation into their new role with your company.