your staffing/executive search consultant and partner

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Why The Alta Group 

•  We find the talent that won't find you.  Leverage our decades of experience and relationships, and tap into our vast network of professionals w   We take a proactive approach to executive level recruitment and excel at identifying and connecting with top candidates for those hard to fill positions, those professionals and top passive talent that aren't responding to job postings. 
• Resources:  We partner with a network of experienced executive recruiting professionals possessing decades of experience and professional contacts.  In addition we employ outside research teams to uncover hidden talent our competitors will never find.  We invite you to leverage our relationships and years of consultative recruiting experience to make the perfect match.  
• Proven Process:  We have developed a proven, repeatable search methodology that ensures success and efficiency, from inception of a search to identifying and screening candidates to negotiation and onboarding.  

You are engaging a committed partner and unlike some retained search firms that require up to 1/3 of the entire fee up front, The Alta Group Only requires a small deposit, credited towards the total fee.  Why and what's the benefit?  As you can see, in our search process outline, there are time and resources invested in counseling our clients on the role, description, requirements, the market and the potential talent pool.  We spend the time to fully understand the role, nuances, culture, and unique skills or experience essential for success.  In addition, market research, employment of partners and researchers required to identify hidden talent, all the way through marketing, outreach, screening/interviewing which ultimately result in the  presentation of a handful of highly qualified, and just as important, interested candidates, one of which will result in a hire.  

1. Intake Meeting: Meet with hiring manager and Talent Acquisition Team to fully understand the scope of the role essential skills required, profile of the ideal candidate, company culture and candidate value proposition.
2. Develop a target profile including skill set, career stage, location and candidate market-based motivation. 
3. Begin search process identifying, through our knowledge of the market, a pool of an approximately 100-200 targeted candidates. This process includes continuous market research and analysis to further narrow the target audience. 
4. Narrow down the list to a target audience of 25-35 strongest, available candidates. Our outreach process consists of at least 5 – 7 direct marketing attempts as most talented passive candidates do not respond to the first few attempts. Attempts include various methods including phone/voicemail, text, LinkedIn, email, etc. until contact is made with the prospective candidate. 
5. Perform an Initial screening with responding candidates which consists of a short phone or email exchange to outline the opportunity, determine interest and potential fit.
6. Conduct rigorous interviews with interested candidates, either in person or via video call, based on the skills, knowledge, abilities and aptitudes outlined in the position specification as well as draw on our insights about candidate interests and aspirations to persuade strong prospects to consider a new opportunity and an interview with the client. At this stage full details about the opportunity are shared along with an assessment of the candidate’s skill set, culture/personality fit, career progression and motivation for prior job changes, current career motivation and long-term career goals, compensation expectation, location/work model, etc. In addition, specific benefits of the opportunity targeted at the candidate’s goals and motivation are presented, challenge and developmental benefits of the role, career runway, cultural highlights of the organization, highlights of business success, growth and long-term potential are shared with the candidate. At this stage we will also discuss commitment to leaving their current employer for the right opportunity and will discuss counteroffers. 
7. Present the most qualified candidates based on in-depth screening and understanding of candidates’ motivation. This includes the candidates’ CVs along with full details of our assessment of the candidate, relevant skills, salary expectations, location, career motivation, presentation and personality, examples of relevant successes, etc.
8. Discuss presented candidates with the client, answer any questions and determine candidates to be scheduled for interviews. 
9. Facilitate the interview scheduling process sharing the interview process and steps with the candidate to set their expectations as to timing and steps either onsite, phone or video meetings and any potential business case assignments. 
10. We will thoroughly prep both you, the client and the candidate so both parties understand each other’s requirements, preferences and motivation ensuring a smooth and productive interview process. 
11. Debrief with both the client and the candidate to gain a full understanding of the interest level of both parties. A very thorough debrief with the candidate will be conducted to determine overall interest level, surface any potential concerns and to gain an update on their search process, other potential opportunities, pending interviews, timing of other processes and where your opportunity ranks in their process. 
12. Share feedback with the candidate. Let them down if they are not being considered further. Share and schedule next steps if both parties choose to continue the interview process. 
13. Once the interview process is completed and a candidate is selected as a finalist we will debrief with candidate and continue the closing process, determine interest, surface any concerns, discuss other opportunities still in play, discuss salary expectations, timing of a potential start date and ask specifically if they are ready to accept an offer from you and resign from their current position and will revisit counteroffers with them. 
14. Deliver offer and close the candidate. 
15. Check references and facilitate any background check requirements to further assess competencies, strengths and weaknesses, and to provide external views of the individual.
16. Assist in negotiations over compensation and other terms to help finalize the search.
17. Communicate regularly with client and placement during transition
18. Conduct client satisfaction survey to improve service and refine approach.
19. Periodically follow up with client and candidate once search is closed, checking in on the placement’s fit with the organization and the progress of the transition.