Introduction / 1st Hour
Intro Call: We spend our first meeting understanding your current culture, hiring process, team, and learning more about the position(s) you are looking for. MMC has a GTM expert crafted questionnaire to determine what type of solution works best for you and uncovers how we can be most effective to find talent that fits your business needs.
Hour 1: Immediately after we have determined that each side feels moving forward is a good fit and we build a proper solution, we will secure a partnership agreement. From there, we have already begun to contact our 35k candidates and see if anyone in our network aligns with our targeted profile. If not, we immediately start to source passive and active talent from aligned companies, industries, and skills sets that fit your business.
First 24 Hours
Day 1: Our objective within the first 24 hours, is to get as much targeted outreach across the talent market as possible. We have developed email, LinkedIn, and database methodology to cover as much of our ideal candidate pool as possible.
We will work to schedule as many phone interviews & zoom calls as we can to understand the current candidate landscape. The objective is for us to understand the ok candidates, the good candidates, and the exceptional candidates and leave no stone unturned with our main outreach.
Day 2 & Day 3
Day 2: Our focus here is to have a ton of responses from candidates either positive or negative to see the volume of opportunity available. We are scheduling anywhere from 5-10 calls over the next day or so to maximize output and get strengths & weaknesses from each candidate in our available pool.
Day 3: In an ideal situation, we would like to have our Top 2 or 3 candidates available and prepared to submit with our personalized executive summary breaking down everything from their nuanced skillset, role responsibility, targets/KPIs they have hit, potential leadership exposure, education background, growth goals, and reason for looking with compensation targets.
This is a critical stage with our partners as COMMUNICATION is vital. We need instant feedback to truly understand if we are aligned with the profile we are targeting or if we are missing the mark. Learning from our initial outreach is crucial to ensuring we are on the same page and how we will finish Week 1.
Week 1
Week 1: Throughout our search processes, we typically like to have 2 scheduled check-in calls. The first call will likely come around the 48-72 hour mark when we send our first batch of candidates to make sure we are hitting the mark and potentially scheduling introductory interviews.
The second call, is a scheduled weekly check-in call where we discuss our process, your hiring process, any potential timeline updates, active interviews in process, and results from the week.
The interview process and the number of interviews within a process varies from company to company and role to role. At MMC, we have experience covering a multitude of roles and organizations of all sizes. We will guide you through what we are seeing in the marketplace, what other companies are doing, and share insights of how to maximize your interviews.
Week 2
Week 2: In our experience, this is the most pivotal week in a search process. We now have established the candidate profile, have a few strong profiles in process, we are ironing out the interview process, and actively communicating to make sure we are optimizing efficiency.
Feedback is an essential part of guaranteeing a properly conducted search process. This goes both ways, we expect to be held accountable if we are slower on response times or our candidates are not up to par. But, anyone that decides to partner with MMC will need to provide quick and impactful updates on if a candidates is a yes/no and why. Also, same for scheduling interviews & if a candidate did well in an interview or not.
This practice builds a system and blueprint for how your organization treats people that are potentially joining your company. We can make an incredible first impression and make sure the talent we are speaking with wants to join us compared to other companies they may be engaging with.
Week 3
Week 3: Our candidate pool is bountiful, we have established quick & effective communication channels, & we have a purposeful interview process that keeps candidates engaged and will determine who is the strongest fit for the organization.
We are now reaching the final stages of the interview process and making a decision on the best fit for your business. Critical components we will discuss are cultural fit, intangibles, experience building a department/team, and what do you value most.
Establishing what matters most and seeing what good vs great looks like prior to reaching the final interviews will allow you make a decision with more decisiveness as you wont be trying to figure that out as you go along.
Placement & Check-In
Placement: We have reached the finish line!
Negotiation is something we assist our partners with and starts in our introductory conversation with the candidate. We will be extremely transparent about base expectations, OTE, and what the competition is looking like.
This is an incredibly fluid part of the search process and it is vital we are all aligned especially if this is a candidate we highly value. Each candidate and market can fluctuate and change in an instant and we will keep you actively involved with everything that is going on.
Post Hire Check-In: Just because we made a placement, the process does not end there. We want to keep a candidate engaged especially if there is a delayed start date. We will constantly get updates with the candidate to make sure they are not expecting a counter-offer, all other processes are finished, completing their onboarding, and putting in their notice.
Hiring in today’s job market can be incredibly intimidating and sometimes can be extremely frustrating. At MMC, we will be here with you every step of the way through the wins, loses, and speed bumps.