Most of our best clients have robust TA teams and yet they still have a need to use SBS on critical roles. Our 360 direct recruiting method functions as an extension of their internal TA resources and enhance their effectiveness by delivering on target, passive talent in a timely fashion. By targeting direct competitors, SBS delivers the talent your leadership team demands while maintaining your confidentiality in the market.

Curiously — On a scale of 10, how would you rate your top 3rd party recruiters?
Do you find their results vary and do you find that the quality suffers over time?
Market dynamics change and services should change with it.
Simply, the goal is to find a firm that understands your business, delivers exceptional passive talent that meets or exceeds your expectations.

While it may seem that using many contingency firms will increase your coverage, we purport, it will actually be less effective. With many recruiters working the same search, you’ll get a cursory swipe of active candidates in their databases because each firm is forced to play ‘beat the clock’ to get those candidates in your ATS ahead of the others. Quality is not being rewarded in this process, it’s speed. You definitely won’t get a deep dive into the market that will uncover the passive talent your key roles deserve and leadership demands. In essence, you are getting less coverage, lower quality and less mindshare.

Our best clients recognize the importance of having the right talent in key roles — Especially during hard times.
It has enabled them to respond better to changes in the market and pivot. They’re able to manage their business more effectively while doing more with less. Nuanced direct recruiting empowers your company to hire impact players that will manage your team more effectively during a downturn but also prepare you for the inevitable rebound.

Completely understood, we’ve all had good and bad experiences in business. And I imagine your own business has had its share of negative customer experiences in spite of your best efforts. However, I can bet you responded and did whatever you could to keep that customer / client satisfied. There are times when hiring a specialist to do a particular job is necessary to deliver the desired outcome. Blanket statements / beliefs can limit your businesses growth. We recognize that we aren’t right for every client or search... But we’re really good at what we do! SBS has a wealth of client testimonials that demonstrate the value we deliver.

Full-cycle recruitment on any professional search project has several distinct elements. Online job boards are simply advertising. They don’t actively screen or evaluate prospects. Nor do they actually engage with or guide a prospect through the journey to a successful hiring conclusion. They are generating ‘active’ candidates, those that will be looking at a number of jobs / companies, not necessarily just your posting. Simply turning up a potentially qualified resume does NOT mean you have a candidate. A recruitment firm works with the candidate through the entire hiring / employment journey delivering an on target, top caliber, motivated candidate through on-boarding.

Volume of interest does not necessarily mean your advertising / postings are generating the exact candidates you need to hire for your most discerning roles. Yes, postings can work for a number of positions you need to fill (and in fact, we’d recommend you post many of your open positions). However, key roles, potential confidential replacements merit a different approach and that’s where SBS can augment your internal recruitment efforts.