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observe

strategy based on data. skills, market, competition,

money,

candidates,

challenges,

and

hire effectively.

Prep

Understand 

beyond

just the job.

your team.

culture.

 goals.

 products.

process.

expectations.

Your why.

attack

Dedicated.

Intentional.

Collaborative.

Aggressive.

Measured.

Adaptable.

Lean.

Decisive.

Higher.

  

reflect

 go beyond metrics.

 

Leverage your knowledge and prepare for your next hire.

Observe

  • Job seeker audit- we review, assess, and apply to a role at your company to gain the job seeker perspective.

  • Market Analysis- a deep dive on your hiring competition.

  • Show your stack- Review Recruitment technology stack, documentation, and candidate data.

 

Prep

  • get faster- Automation of process, reporting, analysis, documentation, and pipeline.

  • Know your team (KYT)- Understanding the limitations your team is facing to set realistic expectations and delivery. Leveraging market data we can help you predict challenges before setting out. 

  • triage and prioritize:

  1. CRITICAL PATHS - (the core of what you do, constant, on going, and mission critical to your business)

  2. ADVANCED - (Important, time sensitive, niche)

  3. Long term- ( future hiring needs, new tech )

  4. Specialty Skills- (specialty knowledge around tools, training, niche domains, technical, automation, dynamic revenue gen)

 

  • Create a single source of Truth- TA suffers from data fragmentation as the variety of sources and levels of integrations between tools is often lacking.

  • Bloat check- The right tools are better than every tool. Multiple boards, tools, and job postings often provide duplicate data and/or features.

  • outreach- targeted networking to create awareness within technical communities, groups, and externally. 

 

ATTACK

  • Teamwork- harness the power of your people, build trust through transparency, and mange their time through efficiency.

  • search strategy-options to set expectations for the challenges and refine the target across the decision makers.

  • unified messaging- encapsulate the company, role, hiring manager, team, benefits, and Why behind your team. 

  • Lean on the team to share- creation of demand, referrals, and leveraging a customer network to create inbound.

  • Feedback loop- Clear expectations for review, interview, and decision in a timely and respectful manner. 

  • Extract insights/iterate- ADAPT or prioritize based on market feedback, interviews, turn downs, and reassess. 

  • User Experience interview style- Use data and insights to  open a role to a wider spectrum. 

  • Go Fast- Limit any unnecessary steps. make a decision on abilities long term vs short term learning curve.

reflect

  • Go Further analysis- Most companies are Not reflective on hiring beyond the stats and metrics.

  • time is Money- Understand the total cost of your search and reduce time with future searches.

  • silver medalist candidates-  build a avenue to streamline future consideration and job creation. 

  • Service is key- your interview process is a view into the decision making process at your company. A approach with honesty, transparency, and respect will build fans even in rejection. 

  • Create a job- found someone great but not for this role. Give them an option other than NO!!! People and their timing can be tough to recapture.

  • candidate reviews- Candidate insight is often cookie cutter forms and gets overlooked. Capture their thoughts, feelings, at each stage.

  • Continuous Improvements- better sourcing saves money.

 

  

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