It takes commitment to be great at Talent.
As with everything else, there’s a knowledge curve for Recruiting and Talent strategy. But since you are here, I believe you care about it as much as we do, and want to be better at it.
This is a big step. Some companies and leaders are unaware of how much they are getting in the way of their own growth and success. They don’t know how to avoid predictable mistakes and create a system for talent greatness.
What a bad process looks like:
The process for one of these leaders or companies would be somewhere along these lines:
- Approve a new headcount to solve a problem or open a backfill
- Get the job description and post it on the career page and job boards
- Either drowns in applications and wastes countless hours filtering or stares at a blank page because no one is applying.
- Talk to a few friends and ask for referrals
- Finally, find about 5-10 candidates that seem to match the job description
- Have unstructured interviews with them and move forward with the one they like the most
- Present the compensation offer and hopes they accept it
- Wait for the start date and put the new hire through an orientation about culture, benefits, and tools
- New hire is free to figure out how to succeed and perform
Someone without Talent strategy knowledge would think they solved the problem by closing the role, without understanding they are creating several different problems.
This process, or lack thereof, is not different than flipping a coin. You may hire someone who performs, and they may figure it out, but you are not helping your odds. You are harming them.
Why companies seek external help.
When the company hits a wall, they seek outside help with the hope that:
- An agency has access to more people, they can find talent
- An agency has experience so they can assess candidates better
- An agency can convince better candidates to talk to us
- An agency gives me a guarantee, so if I lose the talent, they need to replace them
This is true. But there’s still a false assumption that closing a role solves the problem.
It doesn’t.
It has the potential to solve your problem. What happens after hiring is what defines success.
Besides, no company can rely on outside help forever to fill roles. Eventually, they must get great at Talent or continue hit a wall.
Why our method works.
Our method works because we care about the talent we place and the companies we help.
The systems we put in place ensure that each hire will have a higher likelihood to perform better, ramp up faster, reinforce culture, and attract more talent, creating a virtuous cycle.
We cover the three dimensions of the Talent Acquisition cycle: Hiring, Onboarding, Attracting
With the right systems in place, each hire improves the next cycle.
We fine-tune with our clients how much focus we need in each of these dimensions to prioritize according to their own context and problems.
With a strong Talent foundation, you will see:
- Faster hires: everyone involved knows what to do and operate efficiently
- Better hires: talent is matched with the right opportunity, with aligned expectations
- Improved performance: onboarding and ramp up programs shorten the time it takes for someone to perform at full capacity
- Increased retention: talent values organizations that values them. A good onboarding program extends tenure.
- Better reputation: new hires remember their positive experience when joining a company and will be more inclined to share publicly.
- Improved attraction: a company that treats talent well, has happy new hires, who are great at their jobs, with great reputation, is bound to become a talent magnet.
We go beyond fixing today’s pain by hiring and closing roles. We make our clients great so that they can build better businesses, with better cultures.
What's included in the program:
Recruitment Optimization
- Recruiter training
- Recruitment Process Optimization
- Hiring Manager influence
- Building trust with candidates
- How to onboard and ramp up a new Recruiter
Onboarding and Ramp-Up
- Candidate engagement post-offer
- Hiring Manager onboarding guide
- New hire onboarding check in
- Culture onboarding review
- 90d onboarding guide
- 180d ramp-up program
- Quality of Hire measurement
Talent Attraction
- How to optimize your career page
- Job post templates that attract the right talent
- Referral programs that scale
- Social recruiting playbook
- Content strategy blueprint
Talent Acquisition Enablement
- Hiring process blueprint
- Sourcing tools and templates
- Interview guide builder and template
- Performance Dashboard
- Weekly enablement content
What we do
We amplify your talent team and programs to accelerate hiring and performance.
We act as your dedicated Talent partner by using our industry knowledge and innovative strategies to help you achieve greatness in the entire Talent lifecycle. From enabling your recruiting team, to onboarding, ramping up, and retaining talent, we’re committed to ensuring a seamless talent acquisition process that aligns with your culture and scales with your growth.
FAQ
Yes, we can also recruit for your roles. We have separate service packages for recruiting depending on the number and level of active roles. It scales according to your needs. If your internal team can handle the demand, we can continue to work with them on the talent enablement, onboarding, ramp up, and talent attraction solutions. If hiring demand exceeds capacity, our team can come in and help. We’re flexible.
Our goal is to accelerate your hiring and talent programs. It will depend on your current process and time to fill. We had experiences where the company had an average time to fill of 60 days (which is a long time but not uncommon in large corporations with inefficient processes), and we were able to reduce it to 45 days on average. Other companies may have the opposite problem, where they hire too fast but don’t take into consideration the quality of hire and performance.
When you sign up for our Recruiting service, we will own the entire process. After getting all the relevant information and aligning expectations, the speed will depend on the complexity of the role, the competitiveness of your offer, and the talent availability. Entry-level roles can take as little as a few days, while senior management and executive roles take on average two weeks. The timeline expectation is defined at the kick off meeting.
No. If you have a structured onboarding program, you should continue it. We will work alongside you to include the necessary parts of our program without disrupting what already exists. It is seamless for your company but makes all the difference for the candidate and hiring manager.
Since our recruitment service is not priced on a single-role basis, we can work on all your roles as long as you are a client. When you cancel, we can’t replace hires who left. Otherwise, we would need to charge on a per-hire basis, which is not our model.
We don’t use an executive search or contingency agency model. Our clients pay monthly or quarterly and gain access to the services within the package they chose for that period. There’s no cost per single hire, therefore, no retainer.
It depends on where you are and where you want to go. As with anything that’s worthwhile, greatness takes time. But we make sure to include resources and systems that can give us quick and meaningful wins within the first month.
The better the Talent Acquisition team, the more valuable our help will be. We need a robust TA operation to ensure that our systems and resources will be used well. Our role as Talent partners is to enable and empower internal TA. Our clients’ TA teams gain access to exclusive content, training sessions, and tools to accelerate learning and performance.
If it’s working well and it’s on par or better than the best ones we know, then no. If the conversion of referrals is low, then we need to understand why and create opportunities to improve it.
Ready to begin?
Schedule a call with our team, and we'll be happy to walk you through the steps of our program.
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Let's talk Talent!
If you still have questions and don’t want to schedule a consultation with our team, send a message and we’ll get back to you as soon as possible.