At @StaffGrabbers, our goal is simple – to help you hire great talent, easily, and quickly. And guess what? Sometimes the best person for your position is already working…. for a competitor.
Here’s our proven roadmap to scout, woo, and onboard stars from your industry rivals, or companies known for hiring great talent.
1. Start by researching your industry and figuring out the key players.
When we start a search, we embed ourselves into your industry and niche. We learn everything we can about the major players in your space.
Some of our favorite tools for this include G2 and Comparably, which are software review sites.
G2 does a great job of canvassing a specific industry and sorting the competitors together. It also provides insight into the highest-rated products, fastest growing companies, and companies with specific software features.
This information is useful for finding extremely specific people such as a Product Manager, with 3+ years of experience, who worked at fast-growing companies, and have experience with Payroll and Enterprise software.
In addition to these review sites, we also leverage ChatGPT / AI for research.
Here are some sample prompts:
- “What are the top, highest rated Real Estate software companies based in the United States?”
- “What are the fastest-growing Marketing Software companies in the United States, with less than 50 employees?”
It takes us a few hours to create a source list of companies for your open roles, but it’s so worth it.
This research forms the foundation of where we headhunt talent from.
2. Target the RIGHT candidates for your role.
We don’t waste our time with “spray and pray” messaging styles.
Instead, we perform highly targeted searches on a target list of companies, that we compiled from the research above. We can easily find all the current or past employees of those companies using LinkedIn.
We reach out to the people who:
- Hold similar positions to your open role
- Have the experience you’re looking for
- Are currently working at this company, or have previously
We contact candidates using LinkedIn, their personal email, or by calling them (last resort). You can easily find their personal email right on their LinkedIn profile, or by using tools such as RocketReach, Lusha, and ClearBit.
3. Don’t just message people. Get them INTERESTED.
To pull talent, you’ve got to offer more than a paycheck.
We sell candidates on everything we can – your product vision, the opportunity for growth, the company’s founding story, your experience as a hiring manager, everything.
This “marketing” of your role starts from our first message and continues into the screening call and subsequent follow up emails. This marketing to the RIGHT people is a powerful combination and is exactly what you want when working with a headhunter.
That said, although we’re “selling” your position to candidates throughout the entire process, we never misrepresent it. We share the good, the bad and the ugly so that we can find you the RIGHT long-term match. We look for people who are EXCITED by your goal and understand what they’re getting into.
For examples of our high-performing InMail Messages, please click here.
For examples of the “employer branding” we create for our clients, please click here.
4. We submit to you the top candidates.
Once a candidate expresses interest in joining your team, we carefully review their qualifications and match them to your requirements. We then selectively present the best ones for your consideration.
Our candidate submissions include a detailed write up of the candidate, their compensation expectations, career goals, resume, and LinkedIn / GitHub profile. We also share our personal thoughts on the candidate.
It takes us about 7-days to create a strong lineup of potential candidates. After that, we’ll make sure your team gets a steady stream of interested and vetted candidates to consider until the position is filled.
5. We take care of everything.
Let’s face it – recruiting is a lot of work. Sourcing, screening, scheduling interviews, sending follow up emails, negotiation calls, and more.
It’s truly a full-time job.
Fortunately, when you work with @StaffGrabbers, we take the stress of recruiting off your plate completely. Just sit back and make decisions about who to move forward, who to reject, and who to hire, all from the comfort of a private Slack/Microsoft Teams channel.
We take care of everything else.
6. We’re true partners in your search.
When you work with @StaffGrabbers, you’re working with seasoned recruiting professionals who understand the industry and speak the language. We provide our own thoughts on every candidate in process, consult with you on interview best practices, and share salary ranges.
Additionally, we have deep experience recruiting across the entire United States, so we can easily connect you with great talent, without San Francisco or NYC prices.
If you’re interested in partnering with us, and having this service performed for you, please click “REACH OUT” in the top right corner. We’d love to help.
