Step 1: INtake
We begin with an intake meeting between Truth In Talent and your hiring team, including any key stakeholders whose opinions and thoughts need to be captured. First and foremost we want to hear your best pitch. In order for us to sell the dream to future candidates we need to hear why this is the best team in the industry so that we can match that passion and energy when we connect with them. Truth In Talent is an extension of your business and a unique difference in our approach is to sell your organization as if it were our own.
From here we will gather role-specific details and hone in on the needed experience and skillsets for success. What backgrounds, company sizes, product knowledge, etc are most essential to this individual finding success with your organization?
We focus on an 80/20 breakdown of what is critical vs what can be learned in the role as a baseline while we strive for that 100% perfect “unicorn” fit our clients usually have in their minds. We will also explore your team’s executive leadership makeup and how we can ensure we’re targeting a diverse candidate pool.
Finally, we review who is involved in the overall interview process and who are the ultimate decision-makers. In this market, it’s important to move as quickly as possible without sacrificing quality for both the organization's and the candidate’s sake.
Step 2: Pipeline & CALIBRATION
Taking what we learned from the intake, we’ll be scouring our personal network of qualified execs to match your organization’s needs.
Over these first couple weeks, we’ll be in consistent contact calibrating on what an ideal profile looks like and highlight the potential pros & cons of various candidates, as well as any market trends at that time that could affect the available talent.
As we get a sense for your team’s preferences we’ll narrow in on our target profile and from there move directly into sourcing a qualified funnel of talent who’s interested and excited by the challenge your team’s role presents.
Step 3: FEEDBACK & NEGOTIATION
As we begin initial screens with candidates and put forth the best possible matches for your team we create a 360 feedback loop. Capturing and relaying a candidate’s personal experience and thoughts to ensure they’re engaged and excited while also making sure that we have properly identified the right talent.
Often as we get into later rounds of conversations we will learn that what the business initially thought was needed may have been slightly off (for better or worse) and it’s critical to recalibrate in real time to reshift the search before there is any additional waste of your team’s precious bandwidth.
Finally, we will narrow in on our ideal finalist and from there work in tandem in negotiating an offer that we feel matches the candidate’s expectations given the current market landscape. Ensuring this is aligned to your organization’s targets and compensation philosophy. By building a thorough & complete candidate profile and target package up front we can avoid a lot of the pitfalls that many organizations fall into by not addressing out the gates. That’s where our experience at Truth In Talent will truly pay off and ensure a high close rate in a very competitive market.
