Our Recruiting Process

1. We start with a complete assessment of the opportunity. We will not only ask the easy questions about what you are looking for in a candidate, we will ask tough questions to discern why an A-Player would leave a competitor for this job.

2. With a detailed picture of the opportunity, we evaluate our database of thousands against the specifications constructed in Phase 1, designating contacts as either “Candidate”, “Networker”, or “Out”. From there we begin to screen candidates on a more detailed basis and solicit introductions to potential other candidates to build out the search universe.

3. Candidates are interviewed using behavioral interviewing techniques and deal-case reviews, being evaluated specifically with regard to three criteria – Math (money), Physics (can they do the job), and Chemistry (will they be a cultural fit for your team). As qualified candidates surface, they are evaluated against each other. We view our job as one where we must provide quality over quantity, and therefore send only candidates we feel can get the job done – not simply a pile of resumes for you to wade through.

4. After thorough analysis, we compile a profile of our assessment. This profile is typically several pages in length and includes information on the Big 3 (Math, Physics, and Chemistry), but also other back-ground points, suggested question areas, and frequently reference feedback.

5. The end result is true SalesWolves for you to interview.