The interview process is not as easy as it may seem.

In order to truly partner with you, we need to get to know who you are, what you’ve accomplished and where you want to go in your career. Fit, in all forms (with the opportunity, with the hiring manager, with the team and with the organization) is critical and we’ve developed a 4 phase interview selection process to help determine that fit:

Phase 1 - Initial candidate contact & preliminary phone discussion

The initial discussion will serve to highlight the job specs, discuss the challenges of the role, cover off on compensation and benefits and determine what next career move would benefit you.

Phase 2 - Face-to-face interview

We firmly believe in scheduling these in a social setting to ensure the candidate is comfortable and relaxed. We are not interested in having a formal interview with you over a boardroom table, where we put our respective game faces on. Break bread with us, grab a coffee and let’s talk honestly about why you would consider a move at this time.

Phase 3 - Corporate client & candidate interviews

We are here to schedule, support and guide you through the interview process with our clients. Our goal is not to coach you to be someone you are not. It is to provide you with enough information at every stage of the process, so that you can make an informed decision on whether this is the right role for you at this time in your career. We will represent you in the negotiation process and in the event an offer is not extended or accepted, we will provide our candidates with proper feedback to understand why there was not a fit. Having gotten to know you as well as we have, enables us to think of you as soon as a similar opportunity next becomes available.

Phase 4 - Personality assessments & 3rd party references and background checks

Because we are a 3rd party supplier on personality assessments, we believe in the importance of sharing the assessments with both the hiring organization and with you, our candidate. In this way you can be prepared for questions that might be asked from information gleaned from the assessment. We’d also prefer you use this assessment as a developmental tool.