Staff Augmentation
Expert Consultants. When You Need Them. That Hit the Ground Running.
We provide highly skilled business and IT resources to meet your organizational goals and objectives. Leverage our Staff Augmentation services to gain immediate access to highly skilled talent, reduce your recruiting costs, and provide flexibility in scaling resources up or down.
We can provide you with a wide array of resource needs that include:
Application
Developers
Cloud
Developers
Software
Developers/Engineers
Project
Managers
Quality Assurance
& Test Analyst
Database
Administrators
Business
Systems Analysts
UI/UX Design
Consultants
IT Security
Consultants
Our Experienced Recruiters and Talent Management Process
Our team of staffing and recruiting professionals take the time to understand your requirements. This includes understanding your business, projects, culture, and goals. They then source and recruit top resources to match your needs.
Our step-by-step Talent Management Process includes:
STEP 1:
UNDERSTANDING THE ROLE
Our first step in the recruiting process is gathering the data about the role. This involves reviewing the role requirements and gaining alignment on what a strong candidate looks like. This also includes determining must-have and nice to have qualifications.
STEP 2:
SOURCING THE TALENT
The next step is sourcing potential candidates that meet the role requirements. This is also the first step in our candidate vetting process. Based on the role requirements, we will utilize a multi-channel approach to compile quality candidates.
These channels include:
Resource Partners
Technical
Resource Partners
We have established relationships with local and national technical business partners who focus on the training, development, certification, and placement of technical talent. We leverage these relationships and talent networks to gain access to already vetted technical resources. These partnerships also enable us to rapidly staff up projects based upon your resource needs and timelines.
System (ATS)
System (ATS)
We manage an ATS to keep track of quality sourced candidates that may have not been hired for a particular role in the past but are qualified for future roles. We re-engage these candidates to leverage our past recruiting efforts and to quickly staff client projects.
Channels
Channels
Along with using the most common online sourcing channels, we also utilize less frequently used online channels to find talent. Some role requirements may have candidates who are more receptive to other less conventional online channels. Based upon the client role requirements, we diversify and optimize our online channel sources to better target candidates.
Channels
Channels
Utilizing offline channels is another strategy approach we use to source candidates. Our teams attend conferences, events, and host meetups as another tool to tap into technical talent.
and Referrals
and Referrals
We conduct sourcing sessions with our team to determine if any of our employees’ networks has a quality candidate for open roles. Also, our team leverages their internal and external networks for referrals to reach into any untapped talent for candidates they know.
Media
Media
Our social media sourcing strategy includes utilizing our social media presence across platforms to post jobs, communicate opportunities, and reply to candidate inquiries. Based upon your role requirements, we tailor social media content to attract qualified candidates to apply and inquire about specific roles.
Technical Resource Partners
We have established relationships with local and national technical business partners who focus on the training, development, certification, and placement of technical talent. We leverage these relationships and talent networks to gain access to already vetted technical resources. These partnerships also enable us to rapidly staff up projects based upon your resource needs and timelines.
Applicant Tracking System (ATS)
We manage an ATS to keep track of quality sourced candidates that may have not been hired for a particular role in the past but are qualified for future roles. We re-engage these candidates to leverage our past recruiting efforts and to quickly staff client projects.
Online Sourcing Channels
Along with using the most common online sourcing channels, we also utilize less frequently used online channels to find talent. Some role requirements may have candidates who are more receptive to other less conventional online channels. Based upon the client role requirements, we diversify and optimize our online channel sources to better target candidates.
Offline Sourcing Channels
Utilizing offline channels is another strategy approach we use to source candidates. Our teams attend conferences, events, and host meetups as another tool to tap into technical talent.
Employee Networks and Referrals
We conduct sourcing sessions with our team to determine if any of our employees’ networks has a quality candidate for open roles. Also, our team leverages their internal and external networks for referrals to reach into any untapped talent for candidates they know.
Social Media
Our social media sourcing strategy includes utilizing our social media presence across platforms to post jobs, communicate opportunities, and reply to candidate inquiries. Based upon your role requirements, we tailor social media content to attract qualified candidates to apply and inquire about specific roles.
STEP 3:
RECRUITING THE TALENT
After we have vetted a pool of strong candidates through our sourcing process that aligns with client role requirements, we then begin the recruitment process. Our recruitment process involves setting up screening interviews with strong candidates to further vet their qualifications versus role requirements. Once we have determined that the candidate is a match for the role, we then collaborate with the client to get the quality candidate submitted.