Direct Placement Recruiting
Talmadge Group helps organizations hire professionals for permanent positions through contingency-based recruiting. We identify and recruit qualified candidates for specialized technical roles, construction, management, non-profits, sales, and executive leadership.
Our performance-based hiring methodology focuses the search on the success factors associated with the position. In short, we focus on the “real work.” We work with you to develop a Performance Profile that defines the position’s expected outcomes, challenges, and qualifications. This information is used to launch a recruiting campaign designed to attract highly qualified candidates that are capable and motivated to do the work. Understanding the “real work” we screen and assess candidates based on demonstrated performance, relevant accomplishments, job-related skills, and their ability to succeed in your specific environment.
How We Support Your Search
Assist with the development of a Performance Profile: Clarify the role’s objectives, expected results, and essential qualifications. Explain the value of your position, and how this opportunity benefits the new hire. Making the work real clarifies expectations in advance. Clarity is kindness!
Plan and Execute Advertising Campaigns: Promote the opportunity through appropriate channels and targeted outreach. Different job board platforms attract different candidates. One size doesn’t fit all.
Direct Outreach to Passive Candidates: Use our existing databases and relationships to market the opportunity to candidates that are not currently seeking a new opportunity, but might consider making a change for a better opportunity. If job boards are your only source for candidates, you are missing passive candidates - which is the largest pool of candidates.
Recruit and screen candidates: Identify prospects and conduct objective assessments of their experience, accomplishments, skills, and alignment with the performance expectation outlined in Performance Profile. The Performance Profile guides in the process, and allows for structured interviews.
Present a qualified shortlist: Share a concise list of candidates, their resumes, and an explanation of each person’s relevant qualifications. Non-qualified candidates are not presented. Managers experience quality over quanity.
Coordinate interviews: Arrange interviews between candidates and your hiring managers. We ensure the candidate has the directions, schedules and points of contact. When possible, your Talmadge Account Executive will meet the candidate and make introductions.
Post Interview Communications: We gather feedback from both the candidate and the manager, address questions or concerns, and keep communication moving. Next steps are communicated to the candidate by your Talmadge Account Executive, freeing your time to focus on core business issues.
Support Offer Development: We will help evaluate the offer and assist with negotiations between you and your selected candidate. You Account Executive will work to identify any underlying issues and work to provide solutions.
Assist with Onboarding: Help coordinate the transition from accepted offer to the candidate’s start.
Post Hire Follow-up: Systematically follow-up with the hiring manager and candidate during the first sixty days of employment to ensure a smooth start and address any surface issues that need attention.
A recruiting fee is due when you hire a candidate we present, subject to the terms of your agreement with us.