Why Partner with Us?
​Are you...
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Tired of settling with Candidates that just aren't really cut out for the job?
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Tired of new hires bailing on the mission after a couple weeks, or a couple months?
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Tired of your Job Postings staying open for weeks, or months, and just getting bombarded by unqualified and irrelevant applicants?
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Tired of your Director being upset with you for settling on a Candidate that just doesn't bring all that's needed? ... then needing to start over from scratch?
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Are you...
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Ready to work with a best-in-class Recruiting firm that doesn't prioritize metrics for the sake of wasting people's time?
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Ready to have a Partner you can trust that will provide fully qualified Candidates who also bring some, or all, of the "nice-to-haves" and "desired" skill sets?
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Ready to have a Partner that truly believes in "perfect fit" scenarios, and not settling for less?
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We bring integrity, unmatched transparency, and a white-glove VIP recruitment experience for our network of validated and dedicated professionals wanting to advance themselves, organizations, and the world.
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We set a high bar for the Candidates we represent, and, well, we set a high bar for the Clients we partner with too. We don't like to leave our Candidates waiting weeks on end for resume feedback, interview requests, etc.
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To uphold the quality and service of our network - and to ensure you are capitalizing on the top-tier talent we present to you who are available AND qualified - we do have some expectations that most certainly equates to a "Win-Win" for all parties involved.
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Our bar is set so you are successful. The market is hot right now. It's competitive. Things move quickly. If this bar isn't set, your team misses out on what could be substantial hires that keep you competitive. When you know what you want and need in terms of talent mix, it should be fairly easy to recognize. When you do, we encourage you to remain motivated with the interview process for those individuals in particular. The longer the process drags, the more competition you will end up against.
We do not believe in fluffed rhetoric for the sake of "hitting the corporate-pressured weekly metrics" like, 'client submittal' or 'interview-to-submission' numbers. We feel those types of metrics lead to diminished quality, where the candidate or client's best wishes are not truly being accounted for - NO GOOD
We go in-depth with Candidates, get to know them, and really dive into what is going to make them happy, LONG-TERM.
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By leading with what is in our talent's best interest, it should assure you that when we present them to you it is because we have done our in-depth evaluation, have concluded that they are experts in what they do, bring what your team is in need of, and would excel in helping your team and organization advance in the way it needs to.
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01
In-Depth Consultation with Hiring Managers
We schedule a time to meet with the Hiring Manager to really dive in to what is needed with a particular role.
We'll want to know more about the team, why the role is open, what exactly they will be working on, project timeline(s), what the short-term and long-term goals are, what the "nice-to-have" and "desired skill sets" are with the roles - and of course, why you consider those to be "nice-to-haves" and "desired skill sets".
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By fully understanding the team, the team background and structure, the key projects and primary goals, we can best ensure that the Candidates we present bring the core role capabilities, as well as the "nice to haves" and "desired skills" we pride ourselves on.
02
ACP Recruiting Begins
Once we have gathered all the information about the role and what the "ideal candidate" would be, we kick off our Recruiting efforts immediately - starting with our already screened and vetted network of available talent.
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We schedule several in-depth 1:1's with Candidates to ensure they are what they appear to be on paper, and bring the technical acumen we know will be needed.
We also look for personality match characteristics that we feel would mesh best with your general team and overall culture ... (something we'll also talk about in our initial consultation meeting - just as important as the skills and capabilities)
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Once our screening and vetting process is complete, and we feel we have identified Candidates that would make a potentially great fit, we will routinely present them to you and ask for initial feedback.
If that feedback is POSITIVE - we will then initiate and coordinate the entire interview process for you.​​
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If that feedback is NEGATIVE - we will want to know why, or what exactly you thought was missing so we can best recalibrate our search for optimal results.
03
Schedule Interviews
Once we have confirmed a day & time that works for both parties, we will send a calendar invite to both you and the Candidate.
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If the interview is to be virtual, we can set up with a Zoom link of ours, or we can share whatever virtual meeting link is preferred by you.
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(If you prefer to schedule with them directly, just let us know so we can give them a heads up)
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Once the interview is complete, we will check in with you shortly afterwards asking what your thoughts and feedback were of the individual you met with.
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We will also check in with the Candidate, asking them for the same, and to confirm that they are still interested in the role after learning more about it, from you.
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We will also re-confirm that their pay expectation remains the same as when we presented them (after learning more about the role from you) and is still within your scope and proposed budget range.
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If everything checks out, and you confirm that you would like to have them advance in the interview process, we will REPEAT this process - starting with the scheduling.
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04
OFFER Extension
If all goes well, and you and your team come to that happy (sigh of relief) realization that you have found your Candidate - and that Candidate is one that we represented - we then enter the OFFER stage.
Once you signal to us that you would like to move forward with a Candidate and extend a verbal offer, we will want to confirm what the final offer amount is, and when you would like them to start.
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We will then connect with them to discuss the offer (and negotiate if we need to), then let you know that they accept and are on board to join your team - from there, we will get signatures on the official Offer Letter, and help you kick off the Onboarding process.
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Your team may now celebrate the strategic new hire who brings passion, skills, experience, and everything you needed.
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We promise to save your team time and stress, and will help alleviate the frustrating hiring-process headaches, which too often results in "settling" for less than what is actually needed.
We do not waste your time. We do not send irrelevant or unqualified Candidates. We are quick to deliver Quality over quantity, and we will get you what you need.
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