Our Search Process

Clear Profile of the Ideal Candidate: Go over the position’s must-haves with the Client Company, as well as preferred experiences, education, skills, and strengths. Go over the Client Company’s culture, the background of the candidate that’s been proven to be a good fit, as well as what opportunities might present themselves for the right candidate. Once complete we should have a good understanding of the position and everything needed to screen and attract the best talent.


Create a Search Plan: Create a comprehensive research plan by gathering a list of targeted sources most likely to identify appropriate candidates. These sources may include, but are not limited to, networking with industry contacts and executive level contacts, sourcing through our extensive database, recruiting via social media channels and creating an avenue for direct online applicants.


Recruiting: We execute the aforementioned plan and contact companies, candidates from direct competitors, and candidates from parallel industries located locally, regionally or nationally.


Qualify And Assess: After extensive sourcing, determine a “short-list” of qualified potential candidates. Review with them the job specifications – titles, duties, company culture, relocation, etc. Determine that what the potential candidates are seeking in a potential employer aligns with the job role and culture at the Client Company.


Present – We submit candidate’s resume along with our own interview notes. Our notes include position specific questions regarding candidate’s skills and experience relating to the core needs of the position, as well as candidate’s compensation and relocation information.


Facilitate Interview: Complete and honest feedback coupled with tailored advice during the entire interview process thus ensuring a smooth and seamless hiring transition.


Acceptance and Offer: We work closely with both parties regarding all elements surrounding the employment offer.  Once the candidate accepts the offer, we help them professionally resign from their previous job, and stay engaged to ensure that the candidate identified… gets hired and stays hired.