Our Recruiting Process
Before We Start
We’re selective about the types of roles we work on, and the types of clients we partner with. We specialize in helping early-stage, high-growth technology companies build their teams, with a focus on roles in Product, Sales, and Marketing. Our niche focus allows us to provide maximum value to our clients.
We take the time to understand your business and your needs up front, and will offer insight into the current state of the market for the kind of talent you need.
Kicking Off your Recruiting Project
We start with a deep dive into your requirements for the role. You’ll chat with the lead recruiter on your project so that they fully understand the profile of your ideal candidate, including their level of experience, the results they’ve achieved in previous roles, and the salary range you’re targeting.
Your dedicated recruiter will craft a compelling message about the opportunity, and then hit the market. On average, they will reach out to over 100 candidates per role. While we do post ads on our website and on LinkedIn, more than 90% of our prospective candidate pool comes from proactive outreach to passive candidates—the rockstars who are achieving exceptional results for their current employers.
The candidates we hear back from go through a pre-qualification process, which answers the following questions: How well does their experience align with the requirements for your role? Are they really open to new opportunities, or are they just looking to network and learn more about the market? Are there any factors in play that would prohibit them from interviewing and accepting a position with you?
From there, we invite the pre-qualified candidates to share their resume, and do an in-depth qualification interview with the senior recruiter on your role. The recruiter will eliminate anyone who doesn’t fit within the defined candidate profile. They then write up a brief list of bullet points that highlight what the candidate has achieved, and why we feel that they are worth your time.
By the Numbers/Timeline
We typically reach out to over 100 candidates per role.
You will likely see the first round of candidates within two weeks of the deep dive call.
On average, you’ll receive 7 candidate profiles per role, and go on to interview 4 before extending an offer.
Our average time-to-fill is 60 days.
We help to facilitate scheduling interviews, and offer feedback throughout the process. When you’re ready to extend an offer to the candidate you’re excited to bring on board, we work with you and the candidate to facilitate negotiating the offer.
Once the offer is accepted, we coach your new employee on handling the resignation process, as well as prep them for the best way to handle a counter offer, so that they’re ready and excited for their first day working with you.
Each project is customized to meet your needs, and you may see more/fewer candidates as a result. Our goal is always to help you overcome your recruiting challenges, screen out candidates who don’t fit your profile, and bring the calibre of talent you need on board. We’ll be in close contact throughout the process, so that you always know what to expect, and when you can expect it.