Working with Us
Direct Hire, Contract, Contract to Hire placements
We provide a single point of contact for your search engagement which results in consistent oversight and an optimal candidate/client experience from project concept through hire and follow-up. We initiate each search with an assessment with the hiring manager and human resources to help us understand your organization, culture, the position requirements as well as your vision of the characteristics and attributes of the ideal candidate and personality fit within a particular team or business unit. We then discuss and decide on a recruitment model that makes most sense and best suited to the need and level of hire, from contingency to retained search (or something in-between) as well as hiring options including direct hire placement, contract placement and contract to hire. Not every search warrants a retainer, but there are situations where some form of retained search or exclusivity may be in your best interest.
Based upon the assessment, proactively reaching out to people to turn up those whose skills, personality, experience and goals align. We approach each assignment with a sourcing strategy, which is a customized process plan that enables us to efficiently achieve great breadth and depth of candidate outreach. The plan identifies our Talent Managers best suited and available to work on the role and prospective candidates from a variety of resources such as our large internal database/ATS, online professional networks, career sites, professional lists and groups, relationships and referrals, and of course- 'smile and dial' campaigns.
Our Unique Value Proposition
The heart of a successful hiring effort is centered around people-driven processes, powered by technology used by skilled recruiting professionals to directly reach out to recruit ideally suited candidates. Advertising and passive are part of the plan as well but we believe that active pursuit yields the best results.
Quality and Speed: Many hiring companies do not have the people, time, technology or skills to effectively recruit with the speed and quality that we are able to provide. Time is money and your managers need to stay focused on doing what they do best. How much time are your managers spending on trying to recruit? What is the cost of that to the organization? How effective is your internal recruitment effort?
Reputation Attracts: Our reputation as a top search firm representing a multitude of opportunities garners the attention of potential candidates who may otherwise ignore outreach efforts of a single company, opportunity or recruitment from search consultants with less experience or a weaker firm.
Your Strategy for High Demand and Superstars: When someone decides to initiate a job search, they first reach out to their trusted contacts and recruiters known within their field as someone who can possibly connect them to a new opportunity. Top people in high demand roles have many choices and they seldom hit the job boards. It is often very helpful for recruitment strategy include a working relationship a recruitment firm who can introduce you to hidden, superstar talent and people with high demand skills as they become available.
Our Focus: Most of our work is with growth firms in early to mid-stage with revenues between 0 and $200M in revenues. We are adept at recruiting high demand, hard to find talent. Our industry knowlege and strength is within the field of healthcare, engineering, IT, software development, media and financial services. We work with firms who deploy technologies to gain a competitive edge: such as mobile, block chain, data anaytics, cyber security,
We are passionate about helping people find career growth and success while helping companies accomplish their goals.
Searchlight Recruiters Inc.- Bringing Careers to Light TM