Recruiting

  • Understanding the client’s needs:
    • Talentfactor likes to interview the hiring managers as thoroughly as we do our candidates.
    • We understand soft skills can be just as important as the technical skills. Our candidates bring the right balance of technical and soft skills to match the needs of the position.
    • Understanding our clients needs enables us to submit only the most qualified candidates, saving everyone valuable time.
  • Tapping proprietary resources:
    • Talentfactor’s proprietary candidate database consisting of 100K+ technical candidate profiles
    • Networking events (user/special interest groups, job fairs, etc.)
    • Existing relationships
    • Publicly available resources (job boards, etc.)
  • Once qualified, we carefully screen our candidates:
    • Interviewed by a Talentfactor Recruiter, verifying soft skills
    • Second Interview by the Account Manager
    • Online or written technical testing, we can also administer tests provided by the client
    • Checking of candidate references
  • Continuous Improvement:
    • All client feedback is utilized by our recruiting process and taken in account as we present new candidates
  • Closing Candidates:
    • We only submit candidates we believe we can close. We provide the candidate with a comprehensible description of the position, and submit based on the candidate’s interest level.