Are you a company that needs to hire 3+ people?
Then you need us! Hiring is very time consuming. You need the right infrastructure in place for it to be done as quickly and efficiently as possible. TalentPerch can build your process or help transfrom your process using best practices.
Are you a company that already has an internal recruiting team, but in high-growth mode?
Perfect, you need us. Our sourcers are trained and ready to build pipelines in all sectors of tech. We act as an extension of your team. We collaborate well, and able to take your lead and direction.
Is your closing rate lower than 60%?
There is a science to building an interview process that produces a good candidate experience. Closing a candidate is a team/company effort and it starts from the beginning. Sometimes just a few tweaks in process and change in mindset can lead to closing your roles faster.
Do you have multiple software engineering roles open for more than 3+ months?
The tech sector is an industry with the highest the demand, and the most competition. You need a recruiting team that lives, sleeps, and breathes the tech industry for years. TalentPerch staff has over 20 years-experience placing top engineers of all levels in Silicon Valley.
Do I need to add TalentPerch employees to new or current recruiting tools?
Only if you want to. TalentPerch has our own LinkedIn Recruiter seats and Gem Subscription. With that said, we do think it's best to embed our team as much as possible to act as your own team member and get the best results.
What type of engineering roles does TalentPerch have experience with?
Is there a time limit to how long I can have any members of the TalentPerch staff?
No, if it is a successful relationship, then use them for as long as you need. However, there is a minimum of 3-months. We do not believe you can truly see lasting results sooner than 3-months.
Will TalentPerch customize a plan for me as we go? Will you then help with hiring an internal staff to replace you when it is time?
Building a custom plan and rolling with the punches is what excites us the most. There is no such thing as a fail proof plan. We must constantly morph our thoughts and rethink a plan as we go. Hiring will always be about people. Which means even with the best data/process, it can get off track. It is important to build the infrastructure and we will raise the red flags for you as they come up.
As you see results and feel like everything is working as it should, we will begin our exit strategy. Your Client Success Leader will let you know what positions/people you need in place to keep your talent acquisition department running properly. Once you are ready, we will recruit those people that we know can get the job done as your full-time employees.