What we do

 Preparing bids and post-award staffing can be extremely challenging and time-consuming.

How Our Proposal/Pipeline/Staffing Support Services Work

Fee Structure: 

Based on your specific needs, our Proposal/Pipeline/Staffing Support can be provided by the hour, month, or project scope. 

Range of Services:

 Typical requirements include identifying qualified, cleared candidates, arranging and placing screening calls, obtaining attestation statements, formatting resumes, and obtaining Letters of Intent (LOIs).  

Our Engaged Contingent Search Service offers a dedicated partnership approach to filling key roles within your organization. 

How Our Engaged Contingent Search Service Works

Fee Structure: 

Our Engaged Contingent Search Service fee is a percentage of the new employee’s starting salary, with a small portion paid upfront before engaging the search. The engagement portion of the fee is non-refundable and credited towards the overall placement fee. The remainder of the placement fee is invoiced on the new employee’s first day of employment.

Our Typical Process:

1. Initial Consultation: We start with a deep-dive phone session to understand your company's and/or your client’s unique cultures, the role's specifics, and the required qualifications. This ensures our search is perfectly aligned with your strategic goals and/or client needs.

2. Strategic Sourcing: Leveraging our extensive network and industry-specific expertise, we identify and engage potential candidates who are qualified and matched to your company’s ethos, culture, and role requirements.

3. Candidate Engagement: We proactively engage with potential candidates through discreet and personalized communication, presenting your opportunity in a way that resonates with their career aspirations.

4. Interview and Assessment: Our team conducts rigorous vetting for competency and cultural fit to ensure the candidates we present meet your exact requirements. We also assist in organizing interviews and provide detailed feedback and analysis.

5. Offer Management: If desired, we facilitate the negotiation process to ensure a smooth and successful closure. Our team remains involved every step of the way, from the initial offer to final acceptance and candidate onboarding.

Why We Work Under Engaged Contingent Search Service Agreements:

Over the last 30+ years, we have learned that shared commitment partnerships produce the greatest success for our clients, our candidates, and our company. Our Engaged Contingent Search Service allows us to commit to a small number of great clients, prioritize their requirements, mitigate risk, and focus our resources to ensure our service is legendary. 

How Our Retained Search Service Works

Fee Structure: 

Our Retained Search Service fee is a percentage of the successful candidate’s first-year total compensation (typically 25%- 40%). One-third of the fee is paid upon the Search Agreement's execution, one-third is due sixty (60) days into the search, and the final third is invoiced upon the candidate’s start date. 

Our Typical Process:

1. To start the process, we typically meet with the hiring authority to discuss the position, engagement timing, exclusivity, confidentiality requirements, and off-limits agreements so that the parameters for the      Retained Search Agreement are understood and agreed to. 
2.  Once the payment and contract have been settled, we meet with the hiring executives and stakeholders to discuss the role's requirements and gather information about the management style and work culture. This is essential for us to understand what will make someone successful within the role and your company. Relevant stakeholders often include company board members, senior executive team members, peers, and subordinates.
3. Creating Position and Candidate Specification—After meeting with the stakeholders, we draft a description of the open position. This job description includes the reporting relationships and responsibilities of the position. We will also create a candidate specification document detailing core competencies,      preferred experience, and soft skills requirements. Once approved, these documents serve as our basis when looking for the top candidates. 
4. Setting Our Research Strategy—Next, we develop our strategy for targeting companies most likely to yield successful candidates for the position. Our strategy will consider the level and scope of comparable roles and include other key data points, such as the office's location and work culture. We will also delineate companies that should not be included in the search, possibly due to sensitive client relationships or client blockage.
5. Conducting Original Research on Candidates—Using our Research Strategy as the blueprint, we conduct our research to identify and profile ideal candidates.

        6. Contacting Potential Candidates –    Our search team contacts prospective candidates to determine whether they meet the role's requirements. If they meet the primary requirements, we then gather details on the candidate’s motivation, including what it would take to consider moving to another company.

     7. Interviewing Top Candidates—We then conduct in-depth interviews with the best candidates in various manners, such as in person, by telephone, and via video teleconference. At this point, we also begin pre-referencing candidates to verify their career history, past work performances, degree verification, and soft skills. Our team always upholds discretion and confidentiality during the reference checking process. 

     8. Preparing and Presenting Candidate Profiles – Once our interviews are complete, we will prepare and present three to six written Candidate Profiles for our client’s consideration. Typically, these profiles include each candidate’s education, career history, awards, strengths, weaknesses, insights into the candidate’s key motivators, and any deal-making information.

 9. Scheduling Client Interviews – We then facilitate and schedule client interviews with the candidates as requested. 

10. Extending the Offer – Once the best candidate is determined, we work closely with our clients to structure and negotiate an offer and compensation package that is agreeable to both parties.