Method
Six phases. Every step written down.
Recruiting is usually improvised. Ours is documented: a written procedure for each phase, a defined output at the end of it, and check-ins at every boundary. Day targets are estimates, not deadlines — when a phase runs long, we log it and continue rather than compressing what comes next.
Thirty days, overlapping
Phases overlap by design.
Outreach begins before sourcing is exhausted; employer research begins the day the agreement is signed. The overlaps below are where time is saved — and where the hand-offs are documented most carefully.
Plan it against a calendar
Pick a Day 1. See the whole engagement.
Day targets become real dates. Every phase window and all six check-ins are laid out for a start date of your choosing — and you can drop the check-ins straight into your calendar.
What Day 1 triggers
- Your Pre-Existing Contact List is due within five business days
- Target compensation range recorded — never salary history
- Employer research begins immediately
Estimate vs. actual, logged
What the discipline buys you
We measure our own work before we ask you to trust it.
Every engagement produces three records alongside the placement itself. They exist to make the next engagement faster and to keep our estimates honest.
- Activity log. Date, phase and step, what was done, active minutes, volume (candidates sourced, résumés written, positions catalogued), tools used, and estimate against actual.
- Employer & position records. Employer profiles, the ranked target list, the $250,001+ position list, and the per-position valuation with its assumptions log.
- Process gap log. Every moment a procedure was undefined — what was needed, what we did, why it mattered, and the proposed standard. Each entry becomes a written procedure.
Check-ins at every boundary
Six working conversations, not status reports.
Thirty to forty-five minutes at the end of each phase — to surface problems while there is still time to act, and to adjust the plan mid-engagement rather than at the end.
Which channels produced qualified candidates? Is the standard clear enough to apply consistently? First process-gap entries.
Response rate by message variant. Recurring objections. Did the ranking predict who engaged? Is the value proposition landing?
Which sources produced the best employer intelligence? Time per employer. Is the top-three selection defensible?
Is the $250,001 floor realistic for this client in this market? Where was compensation data hardest to obtain?
Real per-application time cost. Is per-application résumé tailoring sustainable? What early employer signals came back?
Full retrospective: outcome, funnel walkthrough, time analysis, process-gap review and recommendations for the next cycle.
Ready when you are