If hiring the best of who shows up from a job posting or deflecting average resumes from average recruiters and hoping at least one sticks are your primary employee attraction tools, headhunting can reach a higher caliber prospect. This is where the best candidates are consistently found; employed, happy, not actively seeking a new position; but have an open mind to their next career move.

Through industry associations, competitors, similar product or service-related resources an outreach contact list is developed and discretely sourced for industry experts. The people we connect with are currently doing your job, and you would most likely want to interview and hire if the organizational fit is strong.

Once the following attributes are verified.

1.Talented- capable, accomplished; supported by references & credentials, “will this person "wow" my client?”

2. Motivated for all the right reasons. #1 candidate hiring strength.

3. Company Operational Fit- TBD, looks strong, needs senior management and hiring team approval. #1 strongest client hiring criteria.

Our strategy is unique—100% Proactive, Direct Sourcing Headhunters.

Headhunting

When contact networks are quiet, ads and databases are producing mediocre results, headhunting consistently finds stronger prospects. Think about your own internal key performers; are they searching Indeed, LinkedIn or answering the daily onslaught of emails from agencies? The people we connect with aren’t responding either but are open to discussing opportunities if approached directly and in a professional manner, not a bulk email.

We narrow the source list and select the most suitable hopefuls based on the position requirements and then the entire focus switches to managing the backend process. Our headhunting strategy confirms we have the right people, our predictive recruitment procedures ensures we retain them for your position.