Description:
We solve business challenges with talent solutions. As a P&A recruiter you partner with our clients to build search scope and define strategy for critical talent acquisition engagements. You are equal parts brand ambassador and strategic consultant in the ultimate pursuit of talent. You differentiate our clients’ opportunities with precision to top talent in competitor seats. Once attracted you vet top performers who best fit our clients’ interests to optimize returns on talent investments. You seek out client engagements that align with your own professional background and personal interests and add value in everything that you do. You are agile and thrive on challenge handling multiple engagements with diverse stakeholders.
Business Development
- Identify high potential clients and job requisitions in New England Market
- Differentiate P&A services to executives/decision makers at top employers
- Sell P&A executive search services and promote other P&A business lines
- Identify and capitalize on organic growth opportunities
- Collaborate with other professional service firms to generate revenue sharing opportunities
- Spot talent trends and adapt into effective development strategies
- Act as a brand ambassador of both P&A and client partners
- Build trust and rapport with clients and candidates
- Listen to client needs and translate into effective solutions
- Manage client and candidate expectations
- improve candidate engagement
- Defuse difficult situations and turn challenges into opportunities
- Deliver fluid communications to all stakeholders
- Identify, build and track key relationships (COI’s)
Requirements Gathering
- Business Acumen; work with clients to understand and develop position requirements
- Define search scope and deliverables
- Understand organizational fit
- Build comprehensive understanding of related job challenges and opportunities
- Build consensus for performance objectives and key results (specific to role)
- Establish clear expectations for search process
Sourcing/Recruiting
- Identify top talent in marketplace
- Differentiate clients’ job opportunities to professional field
- Assemble talented and diverse candidate pool for interviews
- Build and track and optimize talent pipeline (Demand based)
- Maintain fluid communications with hiring managers
- Engage candidates throughout the search process (navigate obstacles)
- Prioritize sourcing based on business impact (balance P&A & Client interests)
Vetting
- Benchmark candidates core competencies and demonstrated success against position requirements
- Vet candidate traits and soft skills against organizational fit and core values
- Develop and practice effective interview tactics
- Identify and communicate performance gaps
- Prepare candidates and schedule client interviews
- Present a qualified and diverse short list for review and discussion
- Identify and communicate professional misconduct or discrepancies in background (references/background checks)
Closing
- Collaborate with hiring manager/search committee on selection process
- Formulate and present offers
- Negotiate offers and close searches
- Generate feedback from client and implement change
- Check in with clients and candidates throughout talent management lifecycle
- Identify similar job opportunities in market and leverage success to drive new business