From the first call to the start date
The brief
We start with a phone or video call with you and the hiring manager. You describe the role, the team, the pay range, the licenses or systems required, and the schedule. We ask about the last person who left and what success looks like at six months. You approve a written brief before any outreach begins.
The market map
We map employers and candidates across the state or region where the role sits. For a production supervisor in Ohio, that means nearby manufacturers, shift patterns, and common ERP systems. For a registered nurse in rural Colorado, we look at hospitals, clinics, and licenses by compact state. We check salary bands, commute times, and who is likely to move for the job.
The search and approach
We build a target list of people who already do this work for other employers. Our team reaches them by phone, email, and text, and we describe the job, the pay, the location, and the manager they would report to. If they are open, we move them into a first screen.
Screening and interviews
A recruiter screens each candidate against the brief. We verify licenses, shift availability, and the reason they want to leave their current job. We ask about salary expectations and start date. Only candidates who clear this step go to you.
The shortlist and client interviews
You get a shortlist of three to five people with notes on each one. You choose who to interview and when. We handle scheduling, calendar invites, and any travel or video links. After each interview, we debrief with you and the candidate the same day.
Offer, references and start
When you choose a finalist, we help you shape an offer you can stand by. We run reference checks with past managers and confirm employment dates. We stay in touch until the person accepts, passes any background or drug screen, and shows up on day one. You put them on your payroll as a regular employee.
After the start date
We check in with you and the new hire during the first months. If the person leaves early, we will run a replacement search at no additional fee, as long as the original fee was paid and the role stayed the same. We keep these terms in writing so you know what to expect from day one.
How fees work
For a direct hire onto your payroll, the fee is usually a percentage of the hired candidate's first-year base salary, paid by the employer after the start date. Executive searches often use a retained structure with an upfront portion, progress payments, and a final payment. We agree on the exact structure, the salary basis, and any replacement terms in writing before any work starts.