LOOKING TO HIRE?
WE'RE YOUR RECRUITING PARTNER
To be successful in both the identification and onboarding of top talent collaboration and trust between the hiring team and our recruiting partner is essential. When entering into any partnership agreement, we strive to learn as much as we can about our client including business goals, products or services, history of the organization and when possible, complete a tour of your offices and/or facilities. Building a foundation of understanding about your organization is just as important to us as learning about your current or future hiring needs and allows us to confidently act as an extension of your team as well as provide candidates with a well-rounded overview of both the opportunity and company.
AREAS OF EXPERTISE
From CHRO and CMO-level retained search through managerial-level leadership positions and individual professional roles, we've placed nearly every type of position across the functional areas below.
WHAT TYPE OF PARTNERSHIP WORKS FOR ME?
Retained vs. Exclusive Agreement??
How do you decide what the right fit is for you??
We have found that there is very rarely a one size fits all when it comes to recruitment partnerships but we HAVE found that some agreements drive more favorable results than others.
This is where we come in.
Social Distancing + Recruiting = ???
As we move into a new way of working, finding new and creative ways to connect with candidates is essential. Some are getting creative in how they connect with candidates and many are enjoying the utilization of technology (and may continue using it longer term) but almost all agree that social distancing has created a wide range of challenges when it comes to interviewing and onboarding new employees and unfortunately the "candidate experience" is suffering.
The following article has some great ideas and will hopefully help get the creative juices flowing on how to ensure your candidates stay engaged and excited about your organization throughout the interview process!
The Future of Work
We often hear the phrase "Future of Work" and for many, this quickly initiates thoughts around "wouldn't it be nice if we..." or "some day we could...". What if, however, we're already stepping into that new world and we need to start training ourselves to respond differently? Start saying "we should start..." or "I think we could..." instead?
Lars Schmidt, Founder/Principal at Amplify & Host of 21st Century HR Podcast recently said: “This collision of global circumstances, from COVID-19 to Black Lives Matter and racial inequity, is a once-in-a-generation opportunity for our field to drive change at scale”. In the article below, written by Bruce Anderson, 6 "provocative & compelling" ideas are discussed on what companies should be considering as the "future of work" begins to take shape.
Tell us a little about yourself and your organization!
Once received, we'll be sure to have a team member reach out to you to begin the conversation.