Designing
the Message
Craft the strategic message which will convey to candidates what's special
about your company and this opportunity.
Recruiting
the Right People
We use our national database of contacts and extensive web research to
pinpoint the right pool of potential candidates. We talk to them, and
communicate the excitement of what you are seeking to build.
Qualifying
Candidates
We take a "Sharpshooter" approach, bringing to the table a finely honed
"short list" of candidates whose experience, interests, availability, and career
plans are a fit for the position.
Interviewing
You and your team interview the candidates giving us feedback as to fit.
If we are not hitting the bull's eye, we will rapidly adjust based on your
feedback.
Reference
and Credential Checking
Clients often ask: “How do you know a candidate was the
person who made things happen, as opposed to just being there when they
happened?”
Think of it like an annual report, where the corporation is
assessed by analyzing the balance sheet, income statement, cash flows, and the
notes in small print.
In assessing candidates, we also have a multi-dimensional
model for accessing complexity: the opinion of the individual who referred the
candidate, our formal assessment as to fit, our gut reaction based on a career
of recruiting and assessing technology executives, your opinion and that of your
executive team, and the reference and credential checking process we
meticulously follow.
Selection,
Offer, and Acceptance
Because we’ve been asking the tough qualifying questions at every stage of the
hiring process, picking the right candidates to make offers to gets easier, and
turn-downed offers are the exception. Negotiating, of course, comes with the
territory.
