Our Recruiting Process
People often ask, “What makes you different from other search firms?” We answer that our Recruiting Process enables our clients to hire the best tech salespeople quickly without wasting their time.
Below is our process:
01
Deep Dive Job Intake Process
We delve far beneath your job descriptions to:
- Understand the essence of your role that’s difficult to capture in a job description.
- Develop marketing strategies to promote your company and position to attract the best candidates.
- Help you develop the ideal candidate profile. This often includes refining initial assumptions.
- Address potential hiring obstacles, such as compensation misalignment or inefficiencies in the hiring process. We provide actionable suggestions to overcome these barriers.
Our deep dive job intake process is a game changer for our clients that gives you a clear advantage in the compaetition for the top talent!
02
Comprehensive Sourcing Process.
A four-step process to identify and engage with the top talent:
- Leverage our relationships with industry sales professionals to market your position to relevant candidates.
- Identify the target companies in your space where ideal candidates are most likely to work.
- Identify the salespeople within these target companies who fit your requirements.
- Direct outreach to these candidates using four different modes of communication to maximize the odds of a positive response.
03
Rigorous Candidate Evaluation.
After sourcing, we thoroughly vet between 10-15 potential candidates. This usually narrows the pool to the 3-5 most qualified individuals who meet your skills, experience, compensation, and culture requirements.
Our candidate evaluation/vetting process allows you to quickly complete the interview process without wasting your time. This way you make successful hires much faster to avoid the costly delay in hiring.
04
Expectations Management.
We manage the communications and expectations of the candidates during your interview process. This step is critical to address concerns and maximize the likelihood of securing your top choice.
Our expertise in expectations management often differentiates between successful hires and losing out to competitors.
05
Address Any Hiring Obstacles.
If you don’t make a successful hire despite the above process, we share the objective data we’ve accumulated to identify the specific obstacles that got in the way. Then, we discuss potential modifications in specs or compensation that would lead to a successful hire.
Our expertise in identifying and clearing hiring obstacles helps you avoid the common pitfall of critical positions staying unfilled way too long. Afterall, you want revenue now and are accountable for any shortfall!
