100% Passive talent sourced at real time.
200+ Candidates, 50+ companies with 6+ touch points.
10+ Submissions from a targeted 90% talent pool.
Our goal is to help your recruiters close for the now with a wider
selection of candidates and build pipelines for the future using
a team based multipronged approach.
Quadruple your sourcing bandwidth with a team based approach
Pipelines for your hard to close, critical roles. Included in pricing
Help with any ancillary tasks like screening, scheduling, and research
Help your company build a robust sourcing platform for the future
Help better understand the talent market for new markets and growth
Compared to the typical agency. Includes pipelines, consulting, platform
We are a sourcing support firm with over 5+ years' experience serving over 200+ SMB and Enterprise clients helping them find top notch sales talent ranging from hunters to farmers to reps.
Passive talent needs much more time and effort. 4 specialists with source over 90% of the talent pool and ensure qualified candidates hear the company story with over 6+ multi touch point campaigns via email, phone and social media. Focus on closing while we work to find you the best out there.
With a team based effort we get to target the right candidates in the right companies within a 48 to 96 hour time frame after our fact finding with the Hiring Manager.
Larger Candidate Pool to Shortlist
We start with an initial pool of 200+ candidates within a target pool of 50+ companies. All candidates are passive and cover 90% of the talent pool. Wider selection. Larger quantity to source and shortlist. More choice. Get the best out there.
We will help you with any tedious, mundane tasks like screening, scheduling, research, sourcing etc. to enable you to focus on the closing. With a team based approach we sure have the bandwidth to take the load off you and make you succeed.
Reduce your Time to Hire ((TTH)
Quadruple your recruiter's sourcing bandwidth with a team based approach were a team of 4 specialists research, source, reach out to large pool of qualified talent. With strong processes and expertise we can close open needs faster.
Pipelines for your Hard To Close needs
Your employee's are being constantly targeted by your direct and indirect competitors. It makes sense to be prepared and build pipelines for the eventuality. Building pipelines is included in our regular pricing at no extra cost.
Reduce your large $$$ spending on staffing firms and agencies by over 60%. There is a much cheaper and cost effective way to find talent. Our value proposition (best in the country) also includes pipelines, ancillary tasks, consulting at no extra cost.
Build a Robust Sourcing Infrastructure
Recruiter turnover means there is no stability with the Talent Acquisition function. All knowledge walks out with the recruiter. It is back to the drawing board. Best practices are not created. Let us help you build a sourcing infrastructure with our extensive sourcing support experience.
We can help with any workforce planning needs for the current and upcoming year. How to map the talent for your critical skillsets? How to build pipelines? How to optimally plan to meet the organization's current and future needs.
Competitive/market/industry intelligence. Our team can help with any talent acquisition research for your direct/indirect competitors, the industry or general market research.
Let us help your internal customer find new markets to sell their products and services. We can do the talent mapping within those geographies and offer realistic market assessment and feasibility. You need the right talent to sell within these new geographies. Armed with the right data you can paint a true picture about growth opportunities.
Strategic Role of Talent Acquisition
The TA plays a critical role within the organization. Talent is the only differentiator. We can help HR set realistic assumptions w.r.t. talent mapping, workforce planning etc. to meet and exceed end user expectations.
Team of 4 specialists working in unison to target large qualified talent
pools to find out the best out there. We find. You close.
A winning combination!!
Our sourcing specialists who research and source.
Our reach out specialists run email campaigns.
Our reach out specialists run social media campaigns.
Phone reach out. Screen and qualify candidates.
The WSJ today published an article – “Coming Next: The On-Demand Sales Force”. The story goes something like this – some SMB companies (for now in Sweden where the pilot is being carried out) cannot hire or find enough permanent sales folks for their B2B sales.
Matthew Dixon & Brent Adamson in their book “The Challenger Sale – Taking Control of the Customer Conversation” (a must read), talk about the gap between the sales person via the transactional model vs the solution selling model.
WSJ in their Personal Journal section recently published an article on the HSP aka the Highly Sensitive Person. The HSP responds more intensely to experience than the average Joe. They process both positive and negative information more thoroughly.
We short-list five great candidates. Two go through the interview process and one gets hired. Three get dropped. Of the three two stop responding and one the recruiter never gets back to as she is too excited to ensure the short-listed candidate gets hired! The scenario is crystal clear. Short sighted!!
We are a sourcing support firm with over 5+ years' experience serving over
200+ SMB and Enterprise clients helping them find top notch
sales talent ranging from hunters to farmers to reps.
What is the difference between your firm (sourcing support) and a staffing agency/firm?
Staffing firms made sense in the pre LinkedIn world where candidate databases were proprietary and owned by agencies. Agencies tapped into their own databases and submitted candidates. They charged premium $$$ as no one had access to this candidate pool and submitted candidates that tend to be limited (depending on what was available in their database).
Move over to the current LinkedIn world where we have this massive passive talent database available for anyone with a good number of relationships or subscribes to LinkedIn's Recruiter account. The sourcing part is easy (finding candidates). The tough part is getting them interested (the reach out) as your competitor's and other companies reach out to the same talent, widely available now.
You need a much more comprehensive, focused and dedicated approach where you play the numbers game by tapping into a wider talent pool. You energize hidden and referral networks and get the right people interested through multiple touch points (6+ with email, phone, and social media) campaigns.
Our sourcing support model taps into passive talent real time to find the best out there. With a team based approach we source around 200+ candidates and submit 10+ qualified phone screened candidates and build pipelines at no extra cost.
Every project starts with a 30 min fact finding meeting with the Hiring Manager where we understand what is required in details. During the course of the project we submit 10 candidates that are phone screened and meet the Hiring Manager's criteria. 10 phone screened qualified submissions (double that of an agency) should lead to more than one placement.
A dedicated team of 4 specialists works over a period of 4+ weeks to tap into 90%+ of passive talent pool real time. We guarantee 10 submissions that are phone screened and meet the Hiring Manager's screening criteria.
What if we do not make a placement?
If 10 candidates do not lead to a placement there is an underlying cause that needs to be addressed. Is the comp within industry norms? Does the company have a branding issue? There is no point in submitting more candidates if these underlying causes are not addressed. We bring this to the client's notice and work to get them resolved. Once changes are made we will work to submit more candidates.
A pilot is a "risk free" version that takes place once the feasibility of the project is verified with a talent mapping. This ensures project success. Project execution is a regular full blown implementation.
What is a team based approach?
Finding talent required a disciplined, focused approach where you research the right companies to target, find the talent within these companies and then approach them via a multi-pronged, multi touch point approach consisting of email, phone and social media campaigns. We start with a wide talent pool of 200+ candidates representing over 90% of the pool. 50+ companies are researched with over 10 submissions over a 4 week effort. We use a team based approach to perform the above tasks.
During our course of reach out a certain percentage of qualified talent are not interested or ready to move for various reasons (just joined the company, not looking for a change at this point etc.). We capture this talent pool with their contact and history details. A pool of around 30+ candidates are input into an excel or a CRM type tool. Once the need opens up in the future we can reach out to this prequalified talent pool ensuring the job is filled quickly with the right talent.
Passive Candidates Sourced
Companies
Researched
Pipeline
Candidates
Phone Screened
Submissions
A pilot is a "risk free" version that takes place once the feasibility of the project is verified with a talent mapping. This ensures project success. Project execution is a regular full blown implementation.
The feasibility study ensures a quality talent pool exists. A 30 minute fact finding with the Hiring Manager gives us a detailed understanding of what is "exactly" required in terms of hard and soft skills. Initial submissions are “calibrated” to fine tune the search process. All branding, messaging, research, screening, templates are signed off by the customer. Weekly progress meetings ensures "on track" delivery and updates on market conditions (market, competitive, industry research). All projects end with a post mortem assessment that detail future recommendations to better the talent acquisition process. In addition to a qualified pool of passive candidates, deliverables include: pipelines, ancillary support to help your recruiters, knowledge bases and consulting. Help you for the now and the future!!
Sourcing Support to Talent Pipelines for the now and the future.
We have it covered for our SMB and Enterprise clients.
" You were excellent at this. It is the first time we have used a similar service. You sourced and gave us feedback we have never had with recruiters. Your depth of communication and reporting was beyond expectations. You quickly understood our needs and markets to the extent you could and surfaced candidates we would ever have found. "
" We used Global Rhymes to help source for our Regional Account Executives in both the Denver & Seattle markets. I personally worked with Monica, and felt the communication with her and her team throughout the entire process was terrific. The team did a great job of identifying talented candidates that fit our profile, and were able to quickly adapt their searches as our needs for the position changed. I would recommend working with them, and would work with them in the future. "
" Your service was exactly what we needed and we will use you again. "
" We had been looking for solid candidates in our West Coast solutions engineering organization for months. We ended up hiring Global Rhymes to help us fight this challenge together. Global Rhymes put a lot of qualified candidates in front of us. Long story short, I am happy to inform that in less than two months we were able to find the right candidate for our organization. Thumbs up to Global Rhymes! "
" We have successfully closed another search together. Thanks again for your excellent partnership. "
" First of all, Natalie and the team did an absolutely outstanding job. We have hired one candidate, and if we get budget approval, we will make offers to up to 4 more. I’m calling the 4 today to let them know where we are, and hopefully they don’t tell me to take a long walk off a short pier. Natalie kept us on track with the weekly meetings and the excellent reporting. She was also a tremendous help as we travelled for interviews and were hit with a snowstorm, thereby needing to communicate with the candidates while travelling. "
A simple per need pricing that includes pipelines, knowledge bases, talent
consulting and ancillary tasks. We offer the best value nationally!!
Get started with a "Risk Free" pilot. A pilot is a "Risk Free" version that takes place
once the feasibility of the project is verified with a talent mapping.
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