If we agree to take your search, in under 30 calendar days from search launch. Guaranteed.

How we succeed in accelerating first candidate presentations on critical hire positions is by initially investing over two hours with your hiring manager. We want to understand the the open position in detail: its objectives; why the position is vital to your firm; the kind of experience, knowledge & talents needed to succeed; the culture of the team, department and the firm’s management and employees.

Our informative recruiting approach in working with you and all members of your recruiting team, including HR is to help you understand & appreciate all the touch points a candidate will have with your firm, through to being hired.  Each touch point can represent an opportunity or an obstacle to getting your selected candidate to value what you & your firm has to offer. We guide you through these touch points, offer suggestions for improvement and deliver your desired candidate to offer acceptance.

And that’s just for starters….

If you plan to solely base your decision to hire a recruiter on price, we are not your recruitment firm.
Why is this the case? If you have read pains from not having critical hires on board, your ROI on selecting us will easily be 10x.
If you won’t care to share with us YOUR COST OF NOT FILLING YOUR POSITION, we can never expect you to be a true partner.
Here are a few areas where our recruiting competitors fail:
a) not having the right person who will succeed in meeting your clearly defined short & mid-term objectives on time;
b) not having the candidate who is the right fit to complement you existing team, getting the synergy you need to leverage all your employee strengths;
c) hiring candidates who are not a good fit, who likely will be terminated, not fitting your culture, losing valuable time in delayed project releases;
d) not being able to have your CEO and their management team demonstrate to existing or prospective investors that they can successfully field a team of dedicated, talented employees who will willingly follow your leaders to hell and back to deliver the needed results you expect.

The strange thing is, our retained searches are many times fairly comparable, a little higher than a contingent search. Not in any way exorbitant, as you might have expected. Given that you are given guaranteed results of filling your position at only a fraction of your total cost of a delayed hire, why wouldn’t you elect to explore our retained search solution?

When we accept your search, we immediately commit resources to deliver you candidates matching your search criteria. We don’t go half-hearted into any search, or pin our hopes on one candidate we’ve recently contacted that looks like a perfect fit. If we feel we cannot successfully fulfill the search, we will politely decline your request. We value our commitment and expect you will appreciate and applaud the lengths that we go to deliver you candidates that will elevate the power of your business.

Contingency recruiters fail to make a commitment to your firm to source well-qualified candidates for your open positions. They receive nothing for their effort in presenting candidates to you, unless they are hired. If they can’t quickly present a candidate you deem suitable to receive an offer, which is accepted, the contingent recruiting firm receives no fee. Given their business model, they have no imperative or obligation to place significant resources to filling your position. After a while, typically in 30 to 45 days, their candidate funnel of applicants dry up.

Some firms like to play the field and engage multiple contingency recruiters. This only accentuates a short-term mentality among the recruiters engaged. They’ll throw immediately to you whatever candidates within their pool remotely match your requirements, hoping one or more may be considered. Then their funnel dries up. They know the odds of filling your search is low. There is no incentive to uncover passive candidates that takes additional resources, staff skills & time, cutting into their profits.

What’s important to you? Having no up front cash outflow to get a low yield search, or investing in 100% assurance your position will be filled by a well-qualified, vetted candidate who will complete your critical, time-sensitive objectives? It’s your call.

100%

We provide retained searches for senior level hardware & software engineering positions, from individual contributor up to leadership positions–at the VP level. Generally, traditional retained search firms provide their services for senior management and executive-level openings, outside of engineering.

We offer multiple guarantees, giving you confidence that we can a) rapidly deliver qualified candidates worthy of interview meeting your requirements; and b) provide assurances we will replace the candidate, at no, or at a reduced rate, if our candidate hired does not work out within 90 days and six months from their start date.

We have a relentless approach in uncovering passive candidates, which we carefully vet before presenting them to you, searching among your competitors and industries that have employees matching your target candidate profile.

We’ve been successful sourcing and placing multiple candidates at well-known companies, like Clear-Com, Sephora, Varian Analytical Instruments and Walmart.com. We have also placed candidates in key roles within start-ups companies like Miasole, Skype and Wrightspeed.

Give us a call at 702.623.0443 to arrange a free half-hour discussion with Minda Hannenberg, our co-founder & senior recruiter on how to determine of a retained search is right for your particular engineering openings. We’ve sourced & placed chemical, electrical, mechanical engineers and physicists within technically demanding positions. Our technical hires cover all levels of positions, including software architects, directors and vice presidents in product development, technical marketing and operations functional areas.