Our Recruiting Model

Recruiting Model

Our recruiting model is extremely unique, fresh and different from what the other recruiting firms are actually doing. We do not waste our time or yours by posting online ads or passively poaching from online résumé boards like the rest of the recruiting population is doing! We are very old school in that we actively target our client’s direct competitors and/or any specific companies or industries of their choosing by doing 100% old fashioned, Cold Call-Headhunting that has proven time after time to get our clients the "exact" person they want and need right now! With over "69" candidate rebuttals to "I love my job”, “I am happy”, “I'm not interested”, “the timing isn't right”, and “NO!" We have up to a 90% success rate of headhunting and placing many passive, high caliber, A+ candidates!

Our first step is focused on creating a target “hit list” of those exact companies our clients would like us to go after in order to hand-pick the exact candidate they want. We have investigative, business and corporate intelligence departments that are made up of numerous researchers, investigative agents, information consultants and analysts. They are in charge of searching and gathering corporate, commercial and industry intelligence and researching all emerging projects, products and industries. This way when we start a new project, we have immediately at our disposal an initial list of companies to go after and from there, we build a very specific “hit list” that targets all the employees and departments we can recruit and source directly from only the most ideal companies.

Once the real time intelligence is passed over to the Recruiting and Human Capital Development Team it is then assigned to a Project Manager. The Project Manager will then select a dedicated team of up to 5+ well-seasoned recruiting experts for that role. As a team they will then collaborate and systematically target each person on the research list, as well as ultimately doubling the contents of list over the course of days using their own research techniques, internal technologies, referrals, uncovered employee rosters and more. Given the amount of openings we have in the same market, our approach to recruiting these candidates is NOT led by reading a typical "target" recruiting script, but by using more a "general approach" given the amount of openings we have in the same space in an effort to exclusively focus on what their specific wants, needs and desires in order to better establish each candidate’s individual parameters and specific criteria of exactly what they are trying to accomplish in a potential career move.

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