Executive Search

WE BUILD LEADERS TEAMS

Although we have had our fair share of executive level candidate searches over the years we have not established a true executive search practice...until now.  We believe, like in every other corner of industry, that leadership within companies is changing.  What is not changing however are core characteristics a great leader embodies.  

Finding these leaders whom can work across three to four generational gaps simultaneously while also having the core individual skill sets that make their role in technology, marketing, sales, customer success, etc a success.  This is a tall order for any hiring leader. 

Fortunately, PeopleOps not only focuses on finding leaders with the core competencies to meet your business requirements coupled with a proven track record of authentic leadership...we also take it a step further and cultivate candidates that are passionate about what your company is trying to achieve.

F&Q

QUESTIONS ABOUT PRICING? WE'VE GOT ANSWERS.

 

WHAT IS A CANDIDATE?

A CANDIDATE IS A PERSON INTERESTED IN ONE OF YOUR ROLES, IS PRE-QUALIFIED BY A PEOPLEOPS SOURCER, AND IS KNOWINGLY BEING REFERRED TO YOU. AS THE PEOPLEOPS CLIENT, YOU ARE ABLE TO ADD, UPDATE, OR REMOVE SEARCHES AT ANY TIME, TO MEET YOUR BUSINESS GOALS AND HEADCOUNT NEEDS. TO DETERMINE THE RIGHT VOLUME TIER FOR YOUR BUSINESS, ADD UP THE TOTAL HEADCOUNT YOU HAVE IN YOUR APPLICANT TRACKING SYSTEM OVER THE PAST 60 DAYS.

DO I NEED TO PAY FOR A RETAINER UP FRONT?

YES, WELL SORT OF. ALL PEOPLEOPS RETAINERS ARE BILLED ON A 30 DAY CYCLE BY DEFAULT. WE HAVE FOUND THAT CUSTOMERS WHO CAN COMMIT TO A RETAINER WILL BE MORE SUCCESSFUL CLIENTS IN THE LONG RUN. AND SINCE YOUR LONG-TERM SUCCESS IS OUR GOAL, WE WANT TO ENCOURAGE PRACTICES THAT SUPPORT THAT GOAL. BOTTOM LINE: DEDICATED RETAINED SEARCHES MAKE HIRING MANAGERS & RECRUITERS HAPPIER PEOPLEOPS CUSTOMERS. AND WE WANT YOU TO BE HAPPY.

ARE THERE ANY OVERAGE FEES?

NOPE.  OUR SUBSCRIPTION COVERS EITHER ALL OF YOUR SEARCHES OR ONE DEFINED DEPARTMENT.  ONCE YOU START ADDING DEPARTMENTS OR WANTING GENERAL COVERAGE + SPECIFIC COVERAGE TO ONE DEPARTMENT, WE ASK YOU TO PAY FOR A SECOND LICENSE. 

DO I NEED TO BUY SERVICES?

YES. 

DO YOU OFFER A TRIAL?

WHILE IN BETA WE WILL AND WE WILL ALWAYS TAKE INTO ACCOUNT SPECIAL SITUATIONS.  

Story Telling

STORY TELLING

 

Ask any marketing department worth a grain of salt and they will tell you that being able to tell a good story is vital to a brand.  Doing that with a job description isn't any different.   

PeopleOps takes your companies story (as specific to the department they are supporting as possible) and tells it to the candidate.  We do this through blog posts, one-take video interviews, and other cool content we can find about the brand, technology, and hiring team.   When top candidates want to learn more about the opportunity, they want to get more then just a boiler plate job description or a overly polished corporate job page.  We give them that and help make that connection. 

Building Communities NOT candidate pools

Inbound Recruiting at its core is about pull marketing NOT push marketing.  When an organization has a particular profile that they A) hire a lot of and B) proves to be a difficult profile consistently to hire for, PeopleOps can help by building a community of targeted candidates that are kept current and invested throughout the year across a multitude of locations.  Giving our clients access to immediate candidate flow and ultra-high quality referrals practically on-demand.  This works great for companies that hire roles like Product Mangers, Inside Sales, Resident Engineers, QA Engineers, Tech Support, Solutions Engineers, Sales Engineers, and so on.  

  It also works great around specific language sets.  Example, a Ruby on Rails community.  

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Talent is the End Game

Talent is the end game for companies of all sizes

Between April 2015 and October 2015 you will see around 100,000 professionals on H1B visas

relocate to the United States. The majority will likely go to the bay area with a smaller

percentage settling in New York, Boston, and Texas. Why? Because the war for talent has

become white hot. Hotter than 2001? I think so.

If you look at the landscape in 2001, sure there was a tech “boom” but compared to the

amount of companies that are between angel rounds and IPO’d in the bay area now dwarfs

that number. Add in the tech booms we have seen in other markets like New York, Austin,

Boston, Dallas, and Seattle.

In today’s climate regardless if you are a startup marching toward your series A benchmarks

or a proven entity now public…the future success of your company hangs on talent.

So how do you win?

 

First, you must realize why recruiting talent is difficult. The first problem is saturation. This is

the most obvious. There are more jobs than there are qualified engineers to fill them within a

geographic foot print. The under toe issue of this is bad habits by recruiters. The ‘stack it

high, let fly’ methodology used by so many recruiters is actually a pivot in and of itself. Not

too many years ago, the inmail was a phone call from recruiters combing through job boards.

Candidates that do match a geographic target are bombarded daily with canned messages

asking them to apply. This creates a robust tune out that makes it hard for your opportunity

to break through the noise.

The second issue is how do you break through the noise? There are several long plays that

work really well but let’s face it, 90% of recruiting is reactionary and not proactive. So a long

view is not a luxury for most talent acquisition teams. So in the short term, the simple things

recruiting teams can do are:

1) Stop trying to close on the first email.

2) Go quality, not quantity, and personalize the messaging. At scale, your numbers will be

amazingly different.

3) Know the position you are recruiting for…seriously, know it.

 

The Why before The What

The mission of PeopleOps' Source division is to build community with people and companies who believe and know their "WHY." We help them discover it, champion it, and manifest its reality.

The team is the most important factor of success for any company of any
size. PeopleOps only works with companies that agree that in order to have a great team, that team must be rallied around the
company’s “why” or the problem the company is trying to solve.

We build teams based on culture & mission first, then competency, then based on the search/job criteria. This means that while we believe competency & mission fit trumps the job description, we will not deliver a candidate unless they fit all three criteria groups. 

THE PEOPLEOPS WAY

THE PEOPLEOPS WAY

 

PeopleOps exists for one fundamental reason: to achieve extraordinarily good results for our clients. We help them grow with the very best human capital possible. 

There are four ways we accomplish that mission: 

1.WE HAVE EXTRAORDINARILY GOOD PEOPLE.

We bring some of the brightest young minds & seasoned professionals together to create a truly unique culture and tenacity it takes to compete and win in ultra connected environments. Seriously. There’s only one kind of professional who can succeed at PeopleOps: an unusual one. One who’s team-oriented, completely entrepreneurial, and more concerned about substance and results than ego. We found them. You get to work with them. 

2.WE GATHER EXTRAORDINARILY GOOD INFORMATION.

Growing a world class team and placing candidates in a highly favorable manner requires great, hard-to-access information. We know how to target talent acquisition opportunities, find the needle-in-a-haystack candidate, and understand the moves that the best passive candidates in choosing to pursue certain opportunities over others. 

3.WE BUILD AND USE OUR EXTRAORDINARILY AUTHENTIC COMMUNITIES.

Our approach to community architecture is significant and global. No one in recruiting invests and manages independent social communities as effectively as we do for your benefit. 

4.WE RUN AN EXTRAORDINARILY GOOD PROCESS.

There is no small amount of discipline and experience required to maneuver a highly competitive executive or critical needs search to an unfairly good outcome. With almost a decade of elite level candidate development experience, our time-tested 'method' helps us maintain discipline in searches of all shapes and sizes. 

Mission

MISSION

People derive an overwhelmingly significant portion of who they are from their occupation. Occupation has ripple effects not only to people's own lives, but also to their spouses, children, dogs, you get the point.  Given the weight that career choices carry...it is really important to get this decision right. People desire to be fulfilled by what they do, to be aligned with a company that believes what they believe, and to work hard for something because it matters. PeopleOps will connect millions of people to companies that matter 

Why

The mission of PeopleOps' Source division is to build community with people and companies who believe and know their "WHY."  We help them discover it, champion it, and manifest its reality.  

The team is the most important factor of success for any company of any size.  PeopleOps only works with companies that agree that in order to have a great team, that team must be rallied around the company's "why" or the problem the company is trying to solve. 

We build teams based on culture & mission first, then competency, then based on the search/job criteria.  This means that while we believe competency & mission fit trumps the job description, we will not deliver a candidate unless they fit all three criteria groups. 

We Build

More then just filling head counts, we build:

 

  • WE BUILD TALENT & CULTURE TEAMS 

While we are exceptional about finding talent a strong and healthy company also needs a great team to keep the talent.  Crafting a winning culture, cultivating talent to be their very best, and articulating a message the resonates is a true art form.  Through years of sourcing for and with the very best and brightest our industry has to offer we have a deep network that we can call upon to grow your internal Talent & Culture teams. 

  • TOP NOTCH ENGINEERING & PRODUCT TEAMS

      If you looked at our experience strictly by volume, by far we are a technical search firm first.  We have built our practice by helping companies of all sizes build out their product and engineering teams.  In fact, for years we exclusively worked with product and engineering teams. 

  • CUSTOMER SUCCESS & MARKETING TEAMS

      The good news about building a full integrated marketing team for your growing company is you can avoid a lot of the mistakes that are so common among large multi-national companies.  PeopleOps understands the importance of building a team of "A" players that are just as committed to your company & mission as they are to their craft.