WHY WORK WITH US?

We know your industry and the top players among your competitors.

Our recruiters will communicate with your Hiring Representatives and act as “eyes and ears” for your organization on the streets helping to keep your company updated and informed with industry talent and news.Hiring someone can be expensive, but a bad hire can be a catastrophe. The costs associated with a bad hire including training, salary, travel, etc., along with the cost of the replacement hire can make the costs significantly higher than it would had the company hired a knowledgeable, professional recruiter from the beginning.We will back all of our candidates with a warranty to assure that you will not be disappointed and that you are hiring the best available talent at that time. Your satisfaction is guaranteed.We do not want to be a “one hire wonder” placement service provider. Our vision is to partner with the companies that we recruit for and build a strong long term relationship. This will help us in better understanding your organization and culture which promotes the best hiring scenarios.When you have more important things to pursue for your business, we will pursue the people who will make a difference in your organization. We realize that success comes from efficient use of time and money. We can help you manage both.We are committed to our client’s goals. Your priority is our priority. No exceptions and excuses.

Types of Searches & Fees

Contingency

This type of search is best described as a "pay by placement" search. It allows the company to make sure that they have seen all there is to see before making their hiring decision. This amount can either be a percentage of the candidate's starting salary or a flat fee.

Contract Term

30 day, 60 day and up to 6 months. Used in multiple hiring scenarios and ramp up staffing situations. This fee is determined based on the scope of the number of positions.

Recruitment Process Outsourcing (RPO)

Do you need help with your recruiting? We will manage the recruiting process function for you and act as an extension of your HR Department.

Partial Retainer (Mini-Retainer)

This is a hybrid of a contingency fee and a full retainer. Typically, the company will identify a certain number of positions to be filled and will advance a portion of the total fee towards the front-end costs of the search. The remaining balance will be paid upon hire or placement. This is usually a flat fee agreement.Mini-Retained: Partial deposit required. This is a higher priority level placement type of search.

Retainer

This is the most effective search which creates a partnership between the hiring authority and the recruiting firm. This is like having the recruiting firm as an extension of the hiring company's HR department. This type of search usually creates the best communication and also has the highest success rate.

Retained searches may be billed by a flat monthly payment or a combination of a flat fee and a contingency fee.

Retained: Typically done in a 1/3rd, 1/3rd and 1/3rd type of billing arrangement. This is the highest priority level type of search. This is commonly used on "Confidential Searches" and Exec level placements.

Steps in the Search Process

1

Discuss the position and its responsibilities and objectives and realistic expectations. This should include all job related issues, including salary, quota, geographic sales region, travel, training, why the position is open, benefits; etc.

2

Identify an agreeable timeline for interviewing on through to the start date. When do you want this person on board?

3

Make sure that the process is a realistic approach from the company’s perspective as well as the candidate’s. When the recruiter identifies someone, is the company ready to move on the candidate?

4

Develop a strategic selling story about the company to attract the best talent. Present a brief history of the company and convey the company’s objectives from the past present, and future. Why would top performers leave their current company and want to work for your company? Discuss any possible growth or career incentives that might attract top individuals.

5

This is where the recruiter will begin the advertising, cold calling, market networking, etc…find candidates…check references..submit talent to hiring authorities.

6

Once finalists are chosen—secure an offer. Consult with the hiring authorities to make sure that an offer is created, and that it will be accepted.

7

Once the offer is accepted, the recruiter will begin to notify all unsuccessful candidates. It is important to inform them that the company has selected another individual for this position, and thank them for their cooperation.

8

After an offer has been accepted, the recruiter will walk the candidate through the resignation process and cover all counter offer issues. This is a very critical step in the process.

9

After coming on board, the recruiter will periodically touch base for the first several months to avert any potential problems or adjustments.