We leverage the strength and maturity of over 10 years of strategic candidate sourcing for the world’s best brands.
We design & deploy intuitive, curated and fully-transparent candidate sourcing as a cornerstone of your growth and success for years to come.
Once we are fully calibrated and deployed, our team will partner closely with yours to extend their capability to build truly the best talent attraction team possible today.
THE PEOPLEOPS PROCESS
Our highly structured & iterative approach to candidate sourcing has been proven and refined time and again on over 600 searches. After initial discovery, calibrating, process and identity phases, we work in an Agile-influenced sourcing cycle to develop your candidates.
Phase 1: Discovery
Our first step in any new client relationship is to sit down and learn about you. Our sourcers, client services manager and project manager assigned to your project will examine your existing business situation, current headcount/team, market strategies, and broad growth details. We’ll challenge your ideas, provide our input, and help hone your goals into something concise and measurable.
Phase 2: Process and Identity
Our sourcers will work with you for an extended session – usually 3 days in length – in order to analyze your competitive landscape, target profiles, and who to avoid recruiting from.
Each Process & Identity session helps us hone in on EXACTLY the right candidates. We suggest that when at all possible the hiring manager be available for one or more of these sessions.
In addition, we will make sure we map your process. This is the time to grant access to applicant tracking systems (if appropriate) and hammer out how the hand-off and messaging should occur.
Phase 3: Calibration & Messaging
Our team will then identify a bakers dozens of profiles that will be available on Google docs in our typical format for calibration. We request that we discuss each profile one by one to understand exactly what you are looking for.
Next we will submit our copy for messaging approval. We want to make sure we are representing your brand (even if we are not mentioning your company on the front end) properly.
Phase 4: Curated Outbound
If phase 1-3 have went correctly then our sources are only reaching out to candidates that if they are interested we know you want to interview. So while our outbound may be considerably less volume then the shotgun method used by most agencies our submittal to interview ratio should be near 80%. This provides a smooth hiring process for all concerned allowing your team to focus on a great candidate experience as well.
Phase 5: Candidate Submittals
Once a solid process and candidate backlog are in place, we begin screening. You’ll talk to our team at least once a day (see “Daily Standup” in the next section), and we will submit new candidates on a semi-daily basis.
PeopleOps sourcers bill an average of 35 hours per week and spend the vast majority of their billable time actually working on your searches (versus meetings and other activities that do not directly result in candidates). We anticipate a maximum of 10 hours of our Project Manager or Client Service Partner’s time to be needed per week, and there are some weeks when they will not be needed at all.
In order to maximize client communication while keeping our sourcers on task, we also assign a part- time project management role, approximately 5-20 hours per week (depending on the project’s complexity).
Depending on our work-load across our company your project may have anywhere from two to four people contributing at any given time. Regardless of how many contribute the cost is always the same and never increases.
Our methods are crucial to the successful execution of our process, and in turn, filling your requisitions. We take pride in both the quality of our work and the ways in which we execute it.
The team assigned to your project will meet with you for a face-to-face video chat every week for no more than 5-10 minutes, to keep you abreast of their progress and clear up any questions or issues that may arise. Our goal is to keep you involved and up-to-date while minimizing your time commitment required. All of your information & our progress is clearly documented on Google Docs and available 24/7.
Core Areas of Ownership
Our expertise is in specific recruiting and sourcing techniques. We typically wok on broader-impact, ambiguous problem solving, and competing priorities. We deliver results managing mid-senior level hard to fill requirements while maintaining coverage on projects of medium scope. We do this while maintaining relationships with stake holders at every level and with the candidates.
We provide a completely self-driven process that also encourages and influences other team members to have the greatest impact. We do all this while using data as an essential tool to guide process.