Our Hiring Roadmap

Stage A

Discovery

Uncover your hiring needs and company culture through tailored discovery sessions. Book a call to start shaping your recruitment strategy today.

Step 1 Meet & Greet

Pain

  1. The client is unfamiliar with us and our process. 
  2. The client needs to add talent for whatever reason: scaling, replacing, knowledge gap, etc…

Solution

  1. Intro the process
  2. Client Q&A

Trigger for Step 2

  1. Client asks for terms. 
  2. Client returns signed terms. 
  3. Book Talent & Strategy Call.

Step 2 - Talent & Strategy Call

Pain

  1. The client is unfamiliar with us and our process. 
  2. The client needs to add talent for whatever reason: scaling, replacing, knowledge gap, etc…

Solution

  1. Define 3-5 core requirements for the open position
  2. Define 3-5 role objectives for the open position
  3. Define the interview process, timeline, compensation package, and estimated start date

Trigger for Step 3

ALL ROLES MUST BE FINALIZED 

  1. Client confirms information recorded accuracy. 
  2. Inform client they will receive a Recruiting Info Guide (RIG) within 48hrs
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Step 3 - Recruiting Info Guide (RIG)

Pain

  1. For first time clients, they may not have a complete understanding of our process or what to expect.

Solution

  1. Send RIG within 48hrs of final T&S call
    • Table of contents
    • Interview process
    • Ruffys description and login
    • 1 page outline per position 
      • 3-5 core requirements per position
      • 3-5 core responsibilities per position
      • Assessments required
      • Compensation package
      • Desired start date
    • Description of what to expect over the next 7-10 days during “Search”
      • Design GTM strategy
      • Identify ICP 
      • Build initial talent pipelines (updated weekly) 
      • Begin to screen candidates
      • Send qualified candidates for review

Trigger for Stage B - Search

  1. Client confirms accuracy of information
  2. Client confirms expectation understanding

Stage B

Search

Utilize our network for a targeted talent search in the AAM industry. Book a call to kickstart the search for your perfect match.

Step 1 - Go-to-Market Strategy

Pain

  1. No GTM strategy

Solution

  1. Create JD and marketing materials – email sequence, message sequence, call sequence, etc…
  2. Identify 1-3 ICP per position

Trigger for Step 2

  1. Finalize materials for each position 
  2. Client confirms ICP fit

Step 2 - Talent Sourcing

Pain

  1. Lack of manpower or know how to develop a talent pipeline

Solution

  1. Establish initial pipeline of candidates
  2. Find minimum of 3-5 candidates per role based off ICP
    • List updated weekly

Trigger for Step 3

  • Have at least 3 candidates to call per position

Step 3 - Talent Screening

Pain

  1. Lack of manpower or know how to screen qualified candidates

Solution

  1. Begin candidate outreach
  2. Add candidates to campaigns
  3. Set calls to screen candidates 

Trigger for Stage C - Delivery

  1. Deliver qualified candidates who are ready to interview

Stage C - Delivery

Delivery

Experience seamless recruitment as we deliver top-tier candidates. Book a call to witness our smooth transition from search to success.

Step 1 - Candidate Delivery

Pain

  1. Inability to source and set interviews

Solution

  1. Send candidates for review
  2. Re-calibrate as needed

Trigger for Step 2

  1. Client requests to interview

Step 2 - Candidate Management

Pain

  1. Client doesn’t have the time to manage the entire process 
  2. Client doesn’t understand candidate experience
  3. Client is unable to meet candidates needs during interview process

Solution

  1. Schedule the candidates interviews
  2. Manage the candidates interview process 
    • Interview prep
    • Interview debrief
    • Temperature check
    • ARPO
    • Keep them updated on their status

Trigger for Step 3

  • Client wants to offer the candidate.

Step 3- Candidate Guarantee

Pain

  1. Client wants to offer and close the candidate 
  2. Client is unaware of how to gauge required compensation
  3. Client is unaware of fair market compensation
  4. Discussing compensation directly can be uncomfortable

Solution

  1. Offer negotiation
  2. Candidate closing which ensures the candidate will accept the offer. 
    • By following our recommendations, clients have a 99% close rate. 
  3. Once the candidate returns a signed offer, we will assist them with their resignation.
  4. We maintain the candidate’s temperature through the start date and for 120 days after beginning their new role.

***A pipeline of replacement candidates will be maintained throughout the life of our relationship.***

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