About You: Our Clients

Before launching your talent search, we encourage leadership to take stock of your needs. In addition to looking at your needs, it’s important to evaluate the health of your business unit. While you’re strategizing on when and who to hire, below are a few questions to consider:

  • What skill sets do you need to keep your company viable for the short and long term?
  • Which positions should be permanent?
  • How will you find these people?
  • Where could you hire contract employees to serve a short-term need?
  • How much will you spend to find them?
  • What is your current hiring process? Is it working?
  • What is the return on your investment?
  • Do you have an effective succession plan in place?
  • Do you have current employees who need to be replaced? If so, do you have a confidential process to do this?

Even if you don’t need a recruiter for each search, we would be happy to consult with you on these topics and more.

View Our Specialties

Our services

Our team is focused on meeting a company’s individual cultural and business needs. We don’t operate on preconceived ideas or cookie cutter views—only carefully crafted solutions designed to achieve specific hiring goals and objectives. With a full range of solutions, we give you the flexibility you want at the pace you demand.

Contingency search gives companies a no risk option. However, it requires the least attention to the search from our team. We mirror your commitment. The company pays only if they hire our candidate. This is a good option when there is no urgency to the hire.

If your need is more immediate, or the talent’s skills more in demand, we can dedicate a team of professionals to focus exclusively on your specific solution. In return for a commitment fee up front, you will receive a complete, customized search action plan and schedule.

We work closely with the owner or upper management to scope out the succession plan and develop a schedule for that plan. Then, we facilitate the process.

Hiring talent is only one part of the recruitment process. Making the relocation process a smooth one reaffirms the quality of your company’s first impression and paves the way for a strong partnership with your employees. We provide comprehensive logistics and coordination assistance that can make the relocation of your new hire easy and efficient.

Our commitment does not end when our talent is hired. We stand behind our clients with a commitment to help retain key employees along with the talent you have hired from our partnership. After all, who better to help you understand how to keep people than a recruiter who knows all the reasons why people leave?

Let us be your recruitment solutions partner. If you’re ready to build your business with the right people, contact us.

 

Fee Structure

To provide you with the highest level of service, we only work with a few select companies at a time. This allows us to become thoroughly familiar with your company, people, product, work environment, and expectations.

We believe our company is an extension of yours. A candidate’s first impression of your company often comes from us. Because we genuinely care that we match talented candidates with appropriate employers, we take the necessary time to get to know your specific needs. We only present a candidate to you after we have carefully screened him or her and determined that there is a good fit.

Retained searches are our top priority pursuits. This plan is for an urgent situation, or for a sensitive case in which confidentiality is paramount. We serve as your company’s directed recruiting resource. Fee is computed at a percentage of the first-year compensation. You pay us one-third to initiate the search, one-third when the candidate accepts, and the remainder when the candidate begins employment.

This is the next highest priority search which takes precedence over all contingency searches. Fee is computed at a percentage of the first-year compensation. You pay us one-third when we initiate the search, and the remaining two-thirds when the candidate begins employment.

In this search model, we refer candidates who most closely match your company’s requirements. If you hire someone we’ve presented, our fee is computed at a percentage of the first-year compensation. If you hire someone through another source, no fee is due. This is our lowest priority search and should be used only for low urgency searches.

For more detailed information regarding the above search options and the services we offer with each, contact us to get the process started.

Contract Staffing

Short-Term Solutions for Long-Term Goals

In today’s business environment, companies must rely on a variety of staffing solutions to meet their organization’s needs and objectives. Growth spurts in your business can be cyclical – they often require specialized external resources to partner with existing staff. Or perhaps a key individual has taken a leave of absence, but you still have important work that needs to be done. Maybe you simply have a short-term opportunity that you want to take advantage of without having to resort to a permanent placement solution.

Our influence within the marketplace covers the full range of solutions including locating and negotiating with key impact players who can build your business on a contract or short-term basis.

Search and Selection Process

Finding the right person or the right company is hard work. You can trust our team to take the time to do it right with a process that’s yielded thousands of success stories.

Before you choose a recruiting firm, you should be comfortable with its search and selection process. If your recruiting firm relies exclusively on the Internet or an outdated database, it is likely that you will not be able to secure the best talent available.

We utilize the following in-depth and comprehensive process to conduct each search:

  • Needs analysis and strategic recruiting plan development
  • Position profile development and compatibility assessment
  • In-depth candidate research, screening, and interviewing
  • Interview planning and qualified candidate presentation
  • Hiring manager interview skills training
  • Client and candidate interview debriefs
  • Confidential reference checks
  • Counteroffer consultation
  • Offer preparation and closing
  • Client and new hire follow-up