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Nationwide Search for the Health Industry -
888-877-7930
Nationwide Search for the Health Industry
888-877-7930 
While our clients pay our fees, we consider our candidates to also be our clients. We take your career objectives very seriously and love it when we can help you find the perfect position.
Candidates get calls and emails from recruiters all the time, it’s just a fact. But not all recruiters are the same. We differentiate ourselves by listening to and getting to know our candidates. We only contact them with cherry-picked opportunities we know they are qualified for, and think they may be interested in, based on our past conversations with them.
Click the tabs below to learn more about us and how we are different from your everyday recruiter.
Successful companies are aware of the importance and timing of finding the right person, and they also understand there is a high price to pay for a poor hiring decision. That’s why most often they will choose to retain or engage an Executive Search Firm for expert assistance in talent acquisition, especially for their mid to senior executive level positions. These roles are rarely advertised.
Even with the increased flow of resumes from internet job boards and social media outlets, employers are discovering that the cost of sifting through and screening hundreds of “the wrong candidate” cost them a whole lot more than hiring a good third party recruiter who can quickly uncover and present them with the top two to three candidates who are qualified for the position.
If a recruiter believes you are a match for a position, they will assist you in targeting your resume or creating a profile that helps the employer understand how your experience, skills and strengths are well suited for the job. This is why employers are often more impressed by candidates who are referred by a recruiter, even those candidates who may have been previously overlooked and sitting in a pile of candidates that have been poorly screened due to volume and time constraints.
Recruiters build close working relationships with their clients and can provide valuable insight to help candidates prepare and excel through the interview process. This includes information about the position and hiring manager, as well as the company’s culture and overall goals. Recruiters also assist greatly in moving the process along by providing feedback on both sides and mediating concerns as they arise. Also, as someone who knows the market and your worth, a recruiter can be a powerful ally in salary negotiations.
Working with a recruiter eliminates the need to circulate your resume digitally into the unknown (internet). A good recruiter is skilled at avoiding unintended consequences and reduces the chance that your current employer or someone else (company) you may want to avoid winds up receiving your resume.
What is your dream job? Who would you really like to work for? What would make your current job better? When we work on a candidate’s behalf, these are questions we pose as part of a time-tested process to help us develop an accurate picture of the type of position and employer that might motivate you to pursue a new opportunity. With over 20 years of experience placing professionals exclusively within the insurance and financial sectors, our keen perspective on the market helps us to identify opportunities, and sometimes even encourage an employer to create an opportunity, you might otherwise be unaware of.
It is important that you be professionally represented in the market. As award winning recruiters and national billing leaders, we have developed an excellent reputation for matching the right candidates with the right employers.
Also, to gain access to the right hiring authorities and decision makers, we have developed a wealth of knowledge in deep-dive internet research and social media outlets. We have become experts at not only uncovering “hidden” opportunities but getting a candidate’s criteria in front of the right person to be considered for the job. Also, on your behalf, we will peruse and screen out any roles you are not a great fit for.
Even though the employer pays our fee, we have a vested interest in representing both candidate and client in the process to assure there is a successful match. As our candidate, we will provide you with the following expert assistance:
We also provide effective follow through that includes:
We understand you may be currently employed. As a boutique firm, we are available to speak with you at your convenience, even after hours.
Confidentiality is the core of our business. Even though we have close working relationships with our clients, we would never forward or share your information without your express knowledge and authorization.
Even when you are not actively pursuing a new job opportunity, recruiters are worth the investment of your time. They can advise you on current issues and keep you in the know on some pretty amazing, unadvertised opportunities. Also, even though you may not be interested in an opportunity, perhaps someone you know could benefit greatly from hearing about it.
Avery common fallacy among candidates is thinking they should work with more than one recruiter to hear about the best possible opportunity. This is just untrue and results in another common problem – the overlapping of resumes submitted to the same client by multiple recruiters. When this happens, the candidate runs the risk of being disqualified all together and the recruiter’s integrity is called into question by the client. If you are working with another recruiter, or have already submitted your candidacy to a client on your own, it is a good idea to let your recruiter know so they won’t duplicate your efforts. In fact, a good recruiter will ask you where you have applied already and if you are working with anyone else. Be prepared to be truthful for the sake of all parties involved.
It is worth noting that when you work exclusively with one recruiter, that recruiter is likely to be more motivated to work on your behalf to find you a great opportunity. And, if you become aware of any opportunity that piques your interest, you should let your recruiter know about it as she/he is trained well and will be able to get you in front of the right person, the hiring authority.
A recruiter needs to be aware of any issues that might prevent a candidate from accepting an offer. A good recruiter will ask (and perhaps ask often to reconfirm) not just how you feel about issues such as salary, relocation and other perks, but also how your spouse, partner or significant other feels about them as well. Anyone involved in the decision process should be aware and comfortable with the bottom line demands you share with the recruiter. A recruiter’s job is not to negotiate with these figures, but rather understand what they are so they are not wasting your time, or the client’s time. If your circumstances change during the process, you should alert your recruiter as soon as possible.
Although it may seem like probing, a recruiter also needs to be aware of any issues that might prevent a candidate from receiving an offer. The recruiter wants to cast you in the best light possible with a potential employer, so they will want to be aware of any issues with past employers and be ready to positively mediate them, if they become a concern for the client.
A good recruiter often knows a lot about the positions they are recruiting for and their clients. The can help you put your best foot forward and maximize your chance of receiving an offer. Recruiters provider expert assistance with preparing your resume and through the interview process, which will be geared to highlight how your experience, skills and strengths are well-suited to the position/client.
During the process, you should keep your commitments and always give timely feedback as to every conversation you have with an employer. Recruiters greatly appreciate it when candidates return phone calls and respond promptly to their e-mails.
Also, during the entire process, the focus should be about your skills and what you can provide to the employer. As such, try to avoid talking about compensation and other demands. When, and if, an employer is ready to make an offer, your recruiter is in the best position to advocate on your behalf and negotiate your worth.
Candidates will often ask a recruiter if they think they will get an offer and if so, what will the offer look like. While a recruiter can introduce you to a great opportunity, and provide expert coaching and advice throughout the process, ultimately the recruiter is not the decision maker, the client is. Recruiters can only take a candidate so far, as a majority of the onus is on the candidate to convince the client that they are the right one for the job. Once a client makes the decision to hire the candidate, a recruiter can be a powerful ally in negotiating on a candidate’s behalf, but even then, the offer will be largely based on how well the candidate did in convincing the client they are perfect for the position.
Do not get into a bidding war with another employer/offer; this often backfires with a rescinded offer.
Employers like to move candidates through the process quickly. If travel is required, do your best not to delay the interview.
Have your references ready and let them know how important it is that they respond quickly when contacted.