TIME TO HIRE

Recruiting Exclusively

Mid-to-Executive-Level Oil & Gas (O&G) and Industrial

Sales Professionals, Account Managers & Operations Leaders

THE RIGHT FIT

SAVING MONEY

​​We are experts ...

both in candidate sourcing and in identifying the traits that will deliver a successful hire.


Consider this:


​1. Our streamlined system reduces your time-to-fill period.


​2. Our access to hard-to-find candidates provides higher quality, which means higher value as most of our candidates are found through networking and referrals, versus job boards.


3. By providing you with our proprietary A-to-Z management system, we ensure on-going engagement, so you're less likely to lose your ideal candidate, possibly losing yourtime and money investment.


We Protect That.

PREVENTING LOSS

In safeguarding ROI ... 

Your ideal candidate must have not only the right technical skills, historical achievements, product comprehension, salary targets, and training, but also the right culture and personality traits.


The US Department of Labor estimates a wrong hire to be 30% of the new hire's salary.


The right hire will help you:


1. Reduce turnover by building the team and driving a positive, company-focused environment.


2. Protect your reputation by supporting customer satisfaction, company profitability, operational efficiency,  and loyalty.


We Ensure That.

SAVING TIME

From start to finish ...

finding, screening, interviewing, selecting, and on-boarding your ideal candidate can take up to four months, depending on the level of the position.


Posting a position online can bring literally countless hundreds of unqualified résumés to your inbox, creating an enormous haystack hiding ​one single  camouflaged needle.


And only then, after all of that screening, can you begin the interview process while hoping your ideal candidate hasn't already received other offers.


We Fix That.


​​​


PHASE 1: ASSESSMENT OF NEEDS & REQUIREMENTS


You may be tempted to simply just give "the basics" of your hiring needs to save time. But that could backfire and cost you dearly.


To truly get the best ROI, we'll need to identify more than just the functions your new hire will perform. We'll also need to identify:


  • The short and long-term goals for the position
  • The personality characteristics that will fit best with your teams
  • Specific technical experience and understanding
  • Core challenges to be addressed (along with targeted timelines)
  • The primary pain points experienced by the vacancy or need


​When we work with decision makers, we will cover these and other key issues that will ensure finding the ideal candidate.



PHASE 2: RESEARCH AND CANDIDATE IDENTIFICATION


During this phase, we review existing contacts, identify key talent, and aggressively recruit potential hires. Although we do incorporate technologies, social media, and online queries to rapidly identify leads ... 


... it is the personal and direct communication that allows us to nurture the most qualified candidates—both active and passive.



​PHASE 3: CANDIDATE EVALUATION: A 360° APPROACH


We never screen candidates on skill alone.


We develop very specific checklists of criteria based on our interviews with decision-makers, company research, the parameters of the position, an understanding of the work and team environment, the needs of the managing leadership, and the "personality" of the organization.


Our initial candidate interview alone is approximately two hours, where we cover work history, core contributions, specific technical and hard skills, and identify what value the candidate has added to prior and current companies. Then ...


We delve deeply into the wants, needs, desires, expectations, short and long-term goals of the candidate to ensure the long-term success of their tenure. We do personality assessments and explore their capabilities in three key areas:


1. Authority: The ability to take direction from leadership

and execute those directives


2. Teamwork: The ability to partner with others toward

a common mission


3. Leadership: The ability to effectively manage others, whether

that is junior staff, clients, or strategic partnerships.


Although we thoroughly recognize that we are working for you (the company), we also have an ethical responsibility to our candidates in delivering truly viable opportunities that will fit their lifestyle, long-term career needs, desires, and expectations. We do NOT waste their time, our time, OR yours!



PHASE 4: CANDIDATE PRESENTATION & INTERVIEWING


Once we have identified each truly qualified candidate, we present their résumé along with a short summary of qualifications and any other pertinent information. As always, we stand ready to answer any questions and to schedule phone and face-to-face interviews.


Prior to your interview (and during the presentation phases), we will discuss any key issues about the candidate that will be most relevant for you to address.



PHASE 5: INVESTIGATION AND REFERENCE CHECKING


Upon selecting your top choice in candidates, we will begin the investigation process, including background and reference checks. You will also receive copies of the results for your permanent records.

 


PHASE 6: NEGOTIATION OF OFFERS


As your intermediary, we will manage all phases of the offer presentation and negotiation of salary and benefits (unless you and the candidate both agree to handle that together).


Once an agreement has been reached, we will schedule a start date.


We will also remain in contact with both you and the candidate for the next three to six months to ensure each of you is happy with your partnership.​​

COST TO HIRE

The XLR8 Difference:

High-Quality, Vetted Candidates 
​Delivered Rapidly
Saving You Time   -   Saving You Money

 XLR8 Industrial / CareerXLR8 

405-754-7961

Liz@CareerXLR8.com


​OUR PROCESS