Executive & Contingency Talent Sourcing
Executive & Contingency Talent Sourcing
Executive & Contingency Talent Sourcing are two key strategies used in talent acquisition, especially for filling critical or senior roles in an organization. Here’s a detailed breakdown of what each entails, their differences.
What We Offer:
Mid to senior-level recruitment
Mid to Senior-Level Recruitment refers to the hiring process focused on attracting, evaluating, and securing professionals with substantial experience and expertise in their respective fields—typically those with 5 to 15+ years of work experience. These roles often carry significant responsibility, including leadership, strategic decision-making, and direct impact on company performance.
What Is Mid to Senior-Level Recruitment?
- Mid-Level: Project Managers, Senior Engineers, Marketing Managers, HR Business Partners, etc.
- Senior-Level: Directors, VPs, Heads of Departments, CFOs, CTOs, etc.
Confidential executive search
Confidential Executive Search is a highly discreet recruitment process used to identify and hire senior executives—such as CEOs, CFOs, COOs, or other C-suite and VP-level leaders—without publicizing the search or revealing the identity of the hiring organization or the role until necessary.
What Is Confidential Executive Search?
It’s a private and strategic recruitment process typically handled by:
- Specialized executive search firms
- Internal talent acquisition teams trained in high-level sourcing
- External consultants or headhunters
Short-term and contingency staffing
Short-Term and Contingency Staffing refers to hiring workers on a temporary or project basis, often with flexible contracts that align with specific business needs. This staffing model is used to meet immediate demands, cover absences, or support seasonal or project-based workloads, without long-term employment commitments.
What Is Short-Term and Contingency Staffing?
It’s a workforce solution that allows companies to quickly bring in talent for:
- Short durations (days to a few months)
- Unexpected absences (e.g. sick leave, maternity leave)
- Workload spikes (e.g. holidays, product launches, events)
- Special projects (e.g. audits, IT rollouts, marketing campaigns)
Pre-screening and cultural fit analysis
Pre-Screening and Cultural Fit Analysis are two essential stages in the recruitment process used to filter and evaluate candidates before they move into deeper interview rounds. Together, they help ensure that a candidate not only meets the technical and experience requirements but also aligns with the company’s values, behaviors, and working style.
What Is Pre-Screening?
Key Objectives:
- Verify resume information
- Assess core skills and experience
- Understand career goals and motivations
- Check availability, salary expectations, and location fit