Our Process
 
Client Meeting:
The Project Manager meets with the prospective client to discuss and review over 30 vital topics each falling under one of three general categories. The first category consists of the client's desires. The second category enables us to attract the Top Twenty Percent, obtaining reasons why someone should "want" to make a career switch to the client. The third category covers an explanation of our process, and an understanding of both our responsibilities and the client’s.
 
"Search Assignment Document" is produced:
This is the information utilized by researchers and recruiters. It is used to communicate the results of the meeting to the team and to affiliated branches. It is also emailed or faxed to the client for review, just to double check or re-confirm our understanding of what the client wants, needs, and desires.
 
Assign a Project Team:
A team of 5-7 researchers, recruiters, and senior recruiters is assembled. The team is directed and coordinated by the Project Manager. The team is selected based upon the technology of the client, the level of the position being filled, and the particular strengths of the team members.
 
Project and Process Deadlines Agreed to:
Based on the schedule and urgency of the Client, and desired start date of the new hire, a timeline is projected. Due to the involved nature of the process, the Project Manager and the Project Team, devotes their time and efforts to only 1 or 2 assignments at a time.
 
“Long List” is Prepared:
Researchers prepare an initial long list of potential candidates to phone screen, usually this list is about 25-30 candidates. This list is compiled from our search of our database consisting of over 9600 candidates, who have passed our rigid 28-Point Candidate Assessment & Evaluation and 10 Point Reference/Background Check. Most of theses candidates have been found using one of the 13 resources unavailable to a Client.
 
Phone Screens Conducted:
Recruiters and Senior Recruiters conduct initial phone interviews to screen these 25-30 candidates based upon key client criteria and/or desires such as:
Employment Status
Location - commute
Travel
Technical Expertise
Candidate's initial desires for job responsibilities
Candidates desire for career growth
Salary
Industry
Company Size
Atmosphere/chemistry
From these phone screens, a shorter list of 7-10 strong possibilities is determined.
 
Project Manager Speaks with 7-10 Candidates:
The Project Manager and Senior Recruiters review progress and 7-10 candidates are selected. In person meetings or phone interviews are scheduled with the Project Manager.

At this meeting the Project Manager, having met with the client, is able to assess further, the quality of the match from both the client's viewpoint as well as from the candidate's viewpoint. If the candidate is not truly interested in the opportunity or responsibilities as they were presented to us, then even if the candidate has what the client wants, it is determined that it would not be a good match.

If there is either insufficient quantity or quality matches a discussion with Client takes place to inform of initial results, specific changes, modifications may take place on Client's part. The search may be modified, slowed or halted.
 
Candidate Comparison and Evaluation:
Project Manager sits with Senior Recruiters and reviews in depth, all of the information, including the Project Manager's personal impressions on the short list of 7-10 candidates. A determination of the 3-5 Top Twenty Percent (TTP) candidates to present to the Client is made.
 
Presentation of Candidates to Client:
Project Manager/Senior Recruiter will provide to the client, the following documented information on the three candidates to be interviewed:
Resume
Reference Checks
Candidates' desired opportunity/growth
Our opinion of their weaknesses/strengths
Candidates' current and desired salary
 
Second or Third Face-to-Face Meeting with Candidate:
Project Manager or Senior Recruiter meet in person, just prior to a scheduled meeting with the client, to reconfirm that the candidate is interested and excited about opportunity. If there are any unexpected changes in the candidate's career objectives, where they no longer match the client's objectives, the scheduled meeting will be cancelled, so the client's time is not wasted.
 
The Initial Interview Between Client and Candidate:
As an alternative for the client, we offer our facilities for the client to conduct the initial meetings. We have had over a 90% success rate filling the position when then client conducts the initial interviews in our office. There are many benefits and value to the client through our EIO program.
 
De-briefing of Candidate after the Meeting:
This allows us to determine:
Candidate's interest level, their positives regarding the job, the company, the people met, etc.
Candidate's questions or concerns or need for more information.
Candidate’s confidence regarding their ability to perform the responsibilities required.
Comparison to other opportunities candidate is interviewing for and considering.
 
De-briefing with Client after the Meeting:
This allows us to verify:
Candidate's technical strengths and weaknesses.
Candidate's strengths and weaknesses in: personality, attitude, chemistry, cultural match.
To review candidate's positives and questions/concerns about the opportunity.
To review candidate's comparison of this opportunity to other interviews.
Determine next steps/adjust search/more interviewing/second interviews/extend offer?
 
Presentation of Offer to Candidate by us, (in-person)
Communication of candidate's final salary and any items of negotiation
In person presentation of offer allowing us to uncover any last minute "hidden agenda", such as a counter offer from current employer, or desire to leverage this offer in the market to get another offer.
Securing acceptance in time acceptable to Client