A Simpler Solution for critical hires

Talent Select

When the right person is imperative!
Talent Select 1 Step

Step 1 – Client Intake

This is the first step in discovery. To ensure we meet your expectations and objectives, we require conversations with key decision makers. During this meeting we will discuss risks, needs, opportunities and align objectives and strategies.

Our approach has proven 5x more successful than traditional recruiting efforts.

This is THE MOST critical part to ensure a successful outcome.

  • Risk
  • Culture
  • Objective
  • Leadership
  • Opportunity
  • Skills



Step 2 – Identify

This is the Market and Talent Research portion. We target an average of 194 persons that meet a 91% match threshold based on information we discover in the intake phase.

Research and reports provided:

  • Candidate Target list
  • Comprehensive Market Report
  • Competitive Candidate and Job Market Report (Local,Regional,National)
  • Difficulty of Hiring Analysis
  • Market Trends
  • Compensation Analysis
  • Competitor Directory (Direct/Vertical/Tertiary)
Step 3 – Engage

A carefully crafted, multi tiered, highly comprehensive outreach is launched on behalf of our client. This is where our unique approach accompanied with our research has resulted in better, more aligned, interested talent for our clients.

We have achieved:

  • Up to 79% response rate from our approach.
  • Up to 74% initial interest from targeted candidate.
  • We were able to achieve less than 43 days running average for leadership!
  • Our approach resulted in a 31% submission to hire rate average.
  • Our approach resulted in an 89% candidate retention over 48 months.
Step 4 – Present

We present updated real-time compensation direct from the persons that are currently operating in similar roles you are attempting to attract.

We report on all findings, obstacles, rejections, concerns and how your company is perceived by others. (This is critical and valuable actionable intelligence).

We make any corrective actions and adjustments to the search and candidate targets if necessary.

We coordinate confidential meetings, inquiries and interview schedules to ensure the candidates have a positive experience regardless of outcome.

Our strategy, approach, speed and process is unique and will be discussed before any search is conducted.


Step 5 – Select

We create and provide a timeline that averages 43 days for completion of the search and a step by step process to review, assess, rank and interview candidates in order to get to the selection of the final chosen candidate.

This is custom to each client and we create step by step process to provide guidance and support at all stages.

Step 6 – Onboard

The most critical time in “putting the right foot forward”

Emotions are high, risks are high, current staff might be uncertain and onboarding into a new organization or bringing in a new key leader is critical it is performed correctly.

Statistics show 61% success on executive searches for 40 months.

We can improve that by 13 points with proper Onboarding and Development.


Step 7 – Develop

Once they are in place they need to succeed to meet objectives and goals set by the Board.Great leaders are always learning, adapting and great coaches to those that report into them. If you don’t develop your leaders, someone else will.Great Development= Great Leaders= Great companies= Great products= Great profits

  • Improved retention
  • Improved EBITDA
  • Improved Culture
  • Improved pride in workmanship
  • Improved profits
  • Improved reputation.
We encourage you to reach out to improve your company value, position and success.