HOW YOU BENEFIT
Clear Alignment on Candidate Profile
After an initial assessment with a group of the client’s key stakeholders, we frequently develop a much different view of a position than in our first conversation with the hiring manager.
TorchLight looks to determine if there are different expectations of success BEFORE the interview process begins so that we can focus on hiring the ‘right’ candidate from the start of the search. Clear alignment on a candidate profile is critical to a successful search and the ability to integrate a new hire into your company.
If your search consultant agrees with every statement you make, they probably aren’t doing their job.
Active Candidate Pool
Many times, we speak with a potential candidate, not actively looking for a new opportunity. A good search consultant is able to act as psychologist, career counselor and client advocate all in one. We have the ability to intrigue and engage prospective candidates even when they are fully content in their current position.
Unrivaled Success Rate in Matching Candidates and Employers
Too often, hiring managers look at resumes or titles without considering other factors. What could go wrong? Unfortunately, a lot. Why? Hiring managers rarely have the time to understand how a candidate gets results and whether their style matches your organizational culture.
Retained search firms avoid top performers who may lack the leadership and communication style to work well inside your company. By identifying their weaknesses early, TorchLight can save you time by eliminating these candidates at the start of the process.
Constant Contact After Offer Acceptance
In the weeks between the offer acceptance and the start date, a time period referred to as the ‘danger zone,’ many things can and do go wrong, especially if the candidate feels disconnected from their future employer. The candidate may get cold feet. They may receive a counter offer. Another job may come into play. Anything can happen.
At TorchLight, we maintain regular contact with the new hire to ensure that we are aware of any issues as they arise and can mitigate them. Along the way, we keep you apprised of any issues that surface.
While we can never promise to resolve every challenge, our close contact ensures that we know about an issue when it surfaces. This gives us a higher success rate in resolving problems before they result in job abandonment.
No Quotas
Since we only take on a limited number of searches, we are available to you as needed. We limit our searches to ensure that we pay full attention to your needs.
Clear Alignment on Candidate Profile
After an initial assessment with a group of the client’s key stakeholders, we frequently develop a much different view of a position than in our first conversation with the hiring manager.
TorchLight looks to determine if there are different expectations of success BEFORE the interview process begins so that we can focus on hiring the ‘right’ candidate from the start of the search. Clear alignment on a candidate profile is critical to a successful search and the ability to integrate a new hire into your company.
If your search consultant agrees with every statement you make, they probably aren’t doing their job.
Active Candidate Pool
Many times, we speak with a potential candidate, not actively looking for a new opportunity. A good search consultant is able to act as psychologist, career counselor and client advocate all in one. We have the ability to intrigue and engage prospective candidates even when they are fully content in their current position.
Unrivaled Success Rate in Matching Candidates and Employers
Too often, hiring managers look at resumes or titles without considering other factors. What could go wrong? Unfortunately, a lot. Why? Hiring managers rarely have the time to understand how a candidate gets results and whether their style matches your organizational culture.
Retained search firms avoid top performers who may lack the leadership and communication style to work well inside your company. By identifying their weaknesses early, TorchLight can save you time by eliminating these candidates at the start of the process.
Constant Contact After Offer Acceptance
In the weeks between the offer acceptance and the start date, a time period referred to as the ‘danger zone,’ many things can and do go wrong, especially if the candidate feels disconnected from their future employer. The candidate may get cold feet. They may receive a counter offer. Another job may come into play. Anything can happen.
At TorchLight, we maintain regular contact with the new hire to ensure that we are aware of any issues as they arise and can mitigate them. Along the way, we keep you apprised of any issues that surface.
While we can never promise to resolve every challenge, our close contact ensures that we know about an issue when it surfaces. This gives us a higher success rate in resolving problems before they result in job abandonment.
No Quotas
Since we only take on a limited number of searches, we are available to you as needed. We limit our searches to ensure that we pay full attention to your needs.
Q: What if the best talent already has a great job?
A: With nearly 10 years of experience in search, we are experts at finding the right candidates.
While we use existing databases, at TorchLight we know better than to stop there. The best candidates may not even be looking for new positions.
When we approach them, we already know how their industries and specific companies are doing.
We also tap social networks, our deep professional and personal contacts, and our reputation for ethical placement.
Q: What if we are not really sure what or who we need?
A: We learn your style through face-to-face meetings, phone conversations and e-mails with the hiring team. We’ll help you articulate the most important set of requirements for skills and personality.
A: With nearly 10 years of experience in search, we are experts at finding the right candidates.
While we use existing databases, at TorchLight we know better than to stop there. The best candidates may not even be looking for new positions.
When we approach them, we already know how their industries and specific companies are doing.
We also tap social networks, our deep professional and personal contacts, and our reputation for ethical placement.
Q: What if we are not really sure what or who we need?
A: We learn your style through face-to-face meetings, phone conversations and e-mails with the hiring team. We’ll help you articulate the most important set of requirements for skills and personality.