Over the years, we have refined our recruiting process to produce the best candidates possible. Learn about the steps and process Seaport Search Partners takes to hire top professionals:

Calibration

The first step of our process begins with a calibration call. The calibration call takes place between the recruiting team and the client in order to learn about your business goals and strategy. We will define the specific requirements of the open position and to learn what type of candidate they’re looking to hire. This is our opportunity, as recruiters, to ask as many questions as we can to get to the exact science of what an employer needs.

Establish Recruiting Strategy

The next step of the process is to quickly develop a recruiting strategy. Each job strategy is unique and created based on the position’s specific requirements, location, and industry. After the strategy is complete and our team starts to execute, a project timeline is created and given to the client.

Recruit and Qualify Candidates

Once the requirements and timelines are nailed down, it’s time for our recruiters to start recruiting and qualifying candidates. We are proactively recruiting, reaching out to passive candidates, and refining and changing the recruiting strategy when needed. The recruiter’s goal during this stage is to create and submit a shortlist of candidates for the client to interview.

Client Interviews

Working closely with the hiring team, our team will facilitate a thorough and efficient interview process providing the best experience for both client and candidate. Once interview dates are set, there is accountability on both ends and helps keep the momentum going during the process.

Offer Negotiation with Candidate

Our recruiters then assist the client and candidate during the offer stage in order to make sure there are no discrepancies when it’s time for a formal offer to be extended.

Consult During Transition

The final step in our process is a 30-day check-in after the candidate’s start date. We ask the client how the candidate is doing, and how they are onboarding. We also check in with the candidate to see how they are doing in their new position. It’s a way for us to manage little things in the process that might be missing from the hiring manager or missing on the candidate side. It’s our way of performing quality control to make sure all parties are happy.