SEARCH STRATEGY
Our streamlined search process begins with a Position Description, which describes the company, position and basic hiring requirements.

Once these elements have been determined we meet with the hiring manager(s) to ensure our description and their needs are in agreement. We will also take this time to schedule follow-up meetings. These steps allow us to fill jobs more quickly with fewer interviews than other firms or internal sources.

As a part of the process we look to determine logical recruiting sources, such as competitors or suppliers. We make extensive use of contract researchers who give us the names, titles and phone numbers of individuals working at companies that employ people with skills, experience, and expertise our clients are looking for.

CANDIDATE SOURCING
Once we have determined a client’s staffing needs, we utilize as wide a range of recruiting strategies as possible to develop a diverse and representative slate of candidates as quickly as possible.

Many of the positions we fill are the result of a personal referral, usually from former candidates or clients. In addition, we continually remain up-to-date on the names and titles of individuals working at competitors or other organizations that represent a likely source of future candidates, and rely on sources such as:

• Alumni directories
• Professional referrals
• Candidate referrals
• Professional societies
• Library/literature reviews
• Affiliated firms

We personally meet candidates prior to presenting them to clients unless this precluded by geographical or other circumstances. We would normally meet with out-of-town candidates when they come in for face to face client meetings.

We not only look to screen for technical proficiency, but also the potential chemistry between a company and an individual.