Our Approach

We lead an initial, deep 1-1/2 to 2 hours initial intake session with your hiring manager, to determine the key attributes you need. We help managers discern and rank what objectives are not getting accomplished that will become the responsibilities of the employee hired. It’s not unusual for our client’s to re-calibrate their needs during our conversation.

We don’t use your job description or posting in our search process. If your firm is like most, the posting you are using was not designed to successfully attract the candidates you should be targeting, or explain what’s important about the position. The position duties description was more likely designed for salary planning purposes; not for attracting candidates.

We consider the litany of typical position ‘requirements’ as a fast way to eliminate anyone, or discourage qualified candidates. Instead, we craft both vivid and compelling copy that we will use primarily to share with a passive candidate, after they’ve been qualified and vetted.

We also can assist you in determining the cost of a delayed hire. While being an estimate, it conveys the importance of an accelerated search to hire, that you can share with other stakeholders in your firm.