Why are you looking for a new job? When we ask this question to candidates, responses vary; lack of career advancement, stagnant compensation, no semblance of work-life balance, no options to work from home, a tiring commute, unbearable management, etc. Whatever the case, we have all been there at one time or another. We are here to listen, advise, and ultimately steer you in the right direction to get more out of your career.
We will blend our knowledge of the current job market, your experience, and potential opportunities to establish a realistic and achievable next step in your career.
Resume needs some work? We will help to revise and reformat your resume to include all pertinent career experience and stand out against other applicants.
If our #1 strength is finding you a new job, #1A is preparing you for the interview. We offer unparalleled guidance before interviews to put you in the best position possible to succeed.
So You’ve Worked With A Recruiter Before
Similar to our Client Resources page, we spoke with candidates regarding their past experiences working with recruiters. If it went well, what made it a positive collaboration? If negative, what went wrong and what would you change? Coupling this information with our existing experience, we retooled our approach to candidate interaction. Below are our core candidate principles, three examples of negative candidate experiences, and our solutions to each.
Mutually Beneficial Relationships
Candidate #1: “I connected with a recruiter, after a brief phone interview we set up an in-person meeting. We met the next day. I thought it went well, they said they would call/send over available job opportunities later that day. I did not receive any follow-up communication. Even after repeated attempts to reach them, it was as if they had fallen off the face of the earth. Complete waste of time.”
RS Solution: Fact – this happens all the time. Additional fact – Agency recruiters have performance metrics they are required to meet (usually 10 candidates per week). Which means 40 candidates every month, 480 per year. It is impossible to appropriately service that many candidates.
If time is money, and our services to candidates are free, it makes no business sense to meet with you and then completely blow you off. We never agreed with this outdated methodology, which is why we founded our company. To us, you are more than a number to meet quota. We respect the time investment you make by allowing us to help with your search. The candidate & recruiter relationship is mutually beneficial. We help you find a new job, by doing so, we make a living.
Trust Is Earned, Not Given
Candidate #2: “I was asked to provide professional references up front. I expressed hesitancy, as I did not want to risk the chance of any co-workers finding out about my search. My recruiter assured me these would only be used in the event of an offer being extended. I provided them and woudn’t you know it, a week later my boss pulled me aside asking why I was looking for a new job.”
RS Solution: Does this particular circumstance happen often? Not likely. However, looking bigger picture, recruiters ask for references up front because references = leads (every name is a potential candidate/client). Smart sales tactic? Yes. Questionable? Absolutely.
To be fair, references are part of the due diligence we provide for our clients on any candidate placed. The biggest difference is the timing. We believe references are privileged information which are earned, not given. We will not ask you for references until we are deep in the process (final interviewing stages). Even then, before calling anyone we will clear it with you, so you can give them a heads up to expect our call. We will never jeopardize your current employment for our next lead.
Honesty Is The Best Policy
Candidate #3: “I interviewed with a client of the recruiter. After thorough interview preparation, I took time off work to meet with the company. I felt I did well, and then…radio silence. I did not hear a word from either the company or the recruiter about my interview. I would have appreciated some constructive feedback, which could have helped me improve for future interviews.”
RS Solution: First possibility, the recruiter genuinely does not have feedback (which suggests a subpar client relationship) and they are too embarrassed to tell you. Second possibility, they do have (negative) feedback and are too afraid to give it to you. In either case, you are left in the dark.
Sometimes, the truth hurts. Which is why honesty is the best policy. One of the hardest parts of this business is telling candidates that a client is not moving them forward in the interviewing process. Those are very tough conversations to have. Conversations that we do not shy away from. By providing feedback, we are able to help you learn and improve for your next interview. We promise to provide you with feedback (positive or negative) through all steps of the process.
Positions We Recruit For
- VP of Accounting
- Accounting Director
- Accounting Manager
- Senior Accountant
- Staff Accountant
- VP of Finance
- Director of Finance
- Finance Manager
- Sr. Financial Analyst
- Financial Analyst
- FP&A (All Levels)
- Tax (All Types)
- Investment Banking
- Private Equity
- Corp. Development
- Internal & IT Audit
- Accounts Receivable
- Accounts Payable
- Credit & Collections