OUR METHODOLOGY
Our search strategy hinges on a direct engagement approach, using email, LinkedIn, and calls within our select pool of members and partners. This allows us to connect with promising candidates, even those who may not currently be in the market for new job opportunities.
Our 5-step filtering process enables you
to meet only the best profiles
and waste no time
Step #1
Screening process to identify the most promising profiles
Step #5
Synthesis in a standard evaluation grid and submission of a shortlist of candidates
Step #4
3rd interview: business case to test hard skills
2nd interview: personality and soft kills interview
Step #3
Step #2
1st quick interview to validate fit + mutual interest
OUR RECRUITMENT TIMELINE
We launch a 4-week recruitment cycle, at the end of which we produce a shortlist with the best candidates.
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If for some reason, your happy future employee is not on the shortlist, we can launch a second cycle, but this time, things go faster as some promising candidates are already at step 2 or 3 of our process, and you receive new selected profiles about every week.
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Ask us for an example, if you would like to have an idea of the kind of information you will get in your shortlist.
WEEK 0
THE
STARTING LINE
Kick-off and launch of candidates screening
The first step is to listen to you.
We need to spend time with the recruiter as well as with your HR team, to understand more in-depth your expectations, the short and longer-term challenges for the position, your culture, as well the management style that your future employee should expect.
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This is also when we review your job description.