The extensive and sequential process we utilize in the recruiting process allows us to surface and secure outstanding talent for our clients. Because we limit the number of clients we partner with at a given time, we deliver exceptional results.

1. Connect with the Hiring Manager to conduct a complete needs analysis to define and determine specifications and requirements
   • Identify leadership, technical and organizational characteristics necessary for success in the role
   • Document company history, team culture, internal and external customers and reasons why the position is open
   • Understand total compensation and benefits package
2. Identify the unique value proposition for the role and create a strategic marketing message for presenting the Client's opportunity to the marketplace
   • Strategize how to stir up excitement to surface the most qualified candidates in this competitive market
3. Craft an internal "White Paper" on the search and finalize position specifications
   • Secure Hiring Manager's approval and signature prior to launching search
   • Schedule weekly Progress Reports promoting timely communication
4. Identify, surface and research target companies and viable candidates based on criteria, specifications and requirements outlined by the Hiring Manager
   • Ascertain competitors, target organizations and candidates of interest to the client
5. Submit list of target companies and candidates three business days after "White Paper" is signed and approved
   • Partner with Hiring Manager to finalize list of companies and candidates for approval and sign off
6. Conduct comprehensive Candidate interviews
   • Conduct initial interviews and preliminary reference checks
   • Perform secondary interviews utilizing behavior based questions and the final phase in-depth interviews…pre-closing process initiated
   • Encourage candidates to pursue needs and desires with current company before interview process is initiated with our Client
7. Present Candidates genuinely interested in the role with an ability to articulate clear reasons "why" they would accept an offer
   • Introduce candidates who have successfully completed all interview stages and for whom initial reference checks have been completed
8. Consult the Candidate and coach the Client regarding counteroffers
   • Surface specific motives and interests of the Candidate and assist Client in selling their opportunity to addresses Candidate's needs
   • Confirm that candidates understand why counteroffers are extended and the potential results of accepting counteroffers
9. Prepare the Hiring Manager, interview team and Candidates for interviews
   • Provide Hiring Manager information on Candidate's related skills, experience, employment history and motivation for making a move
   • Provide Candidate research, data and information on Client's culture, the interview team and specifications of the position
10. Debrief the Hiring Manager and Candidate immediately after interviews
    • Secure feedback and status on each candidate to calibrate finalists
    • Reconfirm why candidate is attracted to opportunity and determine if additional information is needed to evaluate opportunity
11. Conduct Second Level reference checks once candidate is identified as finalist
    • Contact 3-5 primary references provided by candidate
    • Perform 1-2 secondary/confidential references surfaced by AGORA Consulting network
12. Extend the offer to Candidate and secure acceptance within 48 hours of written offer
    • Extend offer once we are confident it will be accepted
    • Finalize the Candidate closing process that began during initial interview
13. Partner with Client to ensure successful On-Boarding process is defined
    • Create an individualized plan based on role and start date
    • Ensure placed Employee hits the ground running first day on the job
14. Follow-Up with the Hiring Manager and the placed Employee
    • Connect regularly during first 18 months…we care about the success of the placed Candidate after the search is complete
    • Cultivate the relationship with Client and Candidate
15. Review Exclusive Retained Search Partnership with client
    • Connect with Hiring Manager and interview team to discuss and evaluate Search & Selection Process
    • Request a letter of reference from Client
      

We not only recruit quality candidates; we also generate accepted offers and provide for a smooth transition.