Our
proven
hiring
process
Designed to deliver the right talent, every time.
[ Our Work Process ]
Creativity with Integrity
Innovation with Impact.
01
Client Requirement Analysis (Job Intake)
This is the foundational step. Before any search begins, we understand exactly what the client needs.
- Initial Consultation: We meet/get on a call with the client's Hiring Manager or Talent Acquisition team.
- Define the Role: We go beyond the standard job description to understand the "must-have" skills versus the "nice-to-haves."
- Understand Culture: We assess the company culture, team dynamics, and the type of personality that will succeed in the role.
- Agree on Terms: We and the client agree on the recruitment fee (e.g., contingency, retained), a timeline, and the specifics of the hiring process.
02
Sourcing Strategy & Candidate Search
Once the "job order" is clear, we begin the hunt for the talent.
- Develop Sourcing Plan: We decide where to find candidates. This includes:
- Internal Database: Searching our own database of previously vetted candidates.
- Job Boards: Posting the job advertisement (sometimes confidentially) on platforms like LinkedIn, Indeed, or niche industry boards.
- Headhunting (Active Sourcing): Proactively searching for and contacting "passive" candidates (people who are currently employed and not actively looking) on platforms like LinkedIn.
- Referrals: Using our vast professional network to get recommendations.
03
Candidate Screening & Vetting
This is a critical value-add of our firm. We screen candidates before the client ever sees them.
- Resume Review: Our domain experts sift through all the applications to filter out unqualified candidates.
- Initial Interview: They (domain experts) conduct a thorough phone or video interview with promising candidates. This is used to:
- Verify skills and experience listed on the resume.
- Assess motivation for leaving their current role.
- Understand their salary expectations.
- Gauge their personality and cultural fit.
- Technical or Skills Assessment: For some roles, we may conduct an initial online skills test.
04
Shortlisting & Client Presentation
Our domain experts narrow the large pool of candidates down to a small, highly qualified group.
- Create a Shortlist: Our domain experts select the top 3-5 candidates they believe are the best fit for the role.
- Present to Client: They send the shortlist to the client. This typically includes not only the resumes but also the recruiter's own summary notes, explaining why each candidate is an ideal match.
05
Interview Coordination
We act as the primary liaison and scheduler for the entire interview process.
- Scheduling: The recruiter coordinates available times between the client's interview panel and the candidates.
- Candidate Preparation: We will "prep" our candidates before the interview, providing insight into the company, the interviewers, and the types of questions to expect.
- Gathering Feedback (Debrief): Immediately after the interview, our domain experts call both the client and the candidate to get their feedback. This helps manage expectations, clarifies any misunderstandings, and keeps the process moving.
05
Offer Management & Negotiation
This is a delicate and crucial stage where we act as a mediator.
- Reference Checks: Once the client selects a final candidate, we will typically conduct professional reference checks (if asked).
- Extend the Offer: We usually present the verbal offer to the candidate on the client's behalf.
- Negotiation: We manage any negotiations around salary, benefits, or start date. Our goal is to find a "win-win" solution that is acceptable to both the candidate and the client.
- Secure Acceptance: Once terms are agreed upon, we get the candidate's formal acceptance and work with the client to get a formal offer letter sent and signed.
06
Placement & Post-Placement Follow-Up
The job is not over once the offer is accepted.
- Resignation & Onboarding: We often coach the candidate through the process of resigning from their current job and manage their notice period, ensuring they start on the agreed-upon date.
- Follow-Up: We will check in with both the new employee and the client after 30, 60, and 90 days. This ensures the transition is going smoothly, addresses any early issues, and helps solidify the long-term relationship for future business.
[ Our Work Process ]
Creativity with Integrity
Creativity with Integrity
Innovation with Impact.
Client Requirement Analysis (Job Intake)
This is the foundational step. Before any search begins, we understand exactly what the client needs.
- Initial Consultation: We meet/get on a call with the client's Hiring Manager or Talent Acquisition team.
- Define the Role: We go beyond the standard job description to understand the "must-have" skills versus the "nice-to-haves."
- Understand Culture: We assess the company culture, team dynamics, and the type of personality that will succeed in the role.
- Agree on Terms: We and the client agree on the recruitment fee (e.g., contingency, retained), a timeline, and the specifics of the hiring process.
Sourcing Strategy & Candidate Search
Once the "job order" is clear, we begin the hunt for the talent.
- Develop Sourcing Plan: We decide where to find candidates. This includes:
- Internal Database: Searching our own database of previously vetted candidates.
- Job Boards: Posting the job advertisement (sometimes confidentially) on platforms like LinkedIn, Indeed, or niche industry boards.
- Headhunting (Active Sourcing): Proactively searching for and contacting "passive" candidates (people who are currently employed and not actively looking) on platforms like LinkedIn.
- Referrals: Using our vast professional network to get recommendations.
Candidate Screening & Vetting
This is a critical value-add of our firm. We screen candidates before the client ever sees them.
- Resume Review: Our domain experts sift through all the applications to filter out unqualified candidates.
- Initial Interview: They (domain experts) conduct a thorough phone or video interview with promising candidates. This is used to:
- Verify skills and experience listed on the resume.
- Assess motivation for leaving their current role.
- Understand their salary expectations.
- Gauge their personality and cultural fit.
- Technical or Skills Assessment: For some roles, we may conduct an initial online skills test.
Shortlisting & Client Presentation
Our domain experts narrow the large pool of candidates down to a small, highly qualified group.
- Create a Shortlist: Our domain experts select the top 3-5 candidates they believe are the best fit for the role.
- Present to Client: They send the shortlist to the client. This typically includes not only the resumes but also the recruiter's own summary notes, explaining why each candidate is an ideal match.
Interview Coordination
We act as the primary liaison and scheduler for the entire interview process.
- Scheduling: The recruiter coordinates available times between the client's interview panel and the candidates.
- Candidate Preparation: We will "prep" our candidates before the interview, providing insight into the company, the interviewers, and the types of questions to expect.
- Gathering Feedback (Debrief): Immediately after the interview, our domain experts call both the client and the candidate to get their feedback. This helps manage expectations, clarifies any misunderstandings, and keeps the process moving.
Offer Management & Negotiation
This is a delicate and crucial stage where we act as a mediator.
- Reference Checks: Once the client selects a final candidate, we will typically conduct professional reference checks (if asked).
- Extend the Offer: We usually present the verbal offer to the candidate on the client's behalf.
- Negotiation: We manage any negotiations around salary, benefits, or start date. Our goal is to find a "win-win" solution that is acceptable to both the candidate and the client.
- Secure Acceptance: Once terms are agreed upon, we get the candidate's formal acceptance and work with the client to get a formal offer letter sent and signed.
Placement & Post-Placement Follow-Up
The job is not over once the offer is accepted.
- Resignation & Onboarding: We often coach the candidate through the process of resigning from their current job and manage their notice period, ensuring they start on the agreed-upon date.
- Follow-Up: We will check in with both the new employee and the client after 30, 60, and 90 days. This ensures the transition is going smoothly, addresses any early issues, and helps solidify the long-term relationship for future business.
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