You say you are a performance-based search and placement employment service – what does that mean?
It means exactly what you think it means – we’ll “prove” to you that we’ll get you results, or you don’t pay us anything. We do not invoice you until we have placed someone, and they have worked for you for a predetermined period of time. To us, this is the only way to do business.
Would you mind if we put you to the test and ran you parallel with other executive search methods we use?
We won’t mind at all. In fact, we encourage such. We want to prove to you that we are worthy of a long-term relationship.
We need a high profile / high salaried person – fast. Do you have something “extra”? Even if we pay a retainer?
Yes – we’ve been asked this before, so we’ve rolled out a new service for these types of instances. While our normal “performance based” model does a fine job (and we usually recommend it), there are cases where we need to put extra resources on a specific account’s needs (at their request.) So we do offer a retainer-based service for extremely high-profile positions and/or extremely urgent requirements. Details for such are unique to each client and the level of service they require – contact us for more information.
You have mentioned that conventional, mainstream job boards are not the best way to fill positions. Why is this?
Several reasons. First is sheer volume. You’ll get bombarded with resumes, 90% of which will be from unqualified people looking to convince someone they are worthy. Second is expense – leaving out the time it will take to sort through every resume, job boards can be costly for employers, with minimal results. Lastly, the best people typically avoid the mainstream job boards, because they are already employed (but looking), and don’t want their information “out there” for all to see. They are more discreet.
What is a “Passive Candidate”?
A passive candidate is someone who is already employed, but quietly looking for / putting out feelers for a better position. It is not someone who goes all-out, however – these candidates are a little beyond that. They’re good; and they know they’re good. They are also very low-key, trusting only certain avenues in terms of searching for different employment. These are the people you really want to talk to, and Personnel Options has developed relationships with thousands of passive candidates. Individuals that are not looking through the Sunday Classified section and know that we keep their information confidential and have the ability to offer them quality positions.
You mention a focus on Metro areas – why? What’s wrong with small-town employers?
There’s nothing wrong with small town employers. But let’s face it – people who prefer small towns and people who prefer the city are two different types of people. Neither is better than the other, mind you, but they are different in pace, outside influence, personnel, attitude, etc. There’s a difference between being a VP of marketing for a small-town manufacturer and being the VP of marketing for a major Madison Avenue firm. We focus on metro areas because we’re from New York City ourselves, and are very familiar with the vibe and the buzz of city life.
We noticed that you focus exclusively on executives, managers, and sales staffing - why?
Simple – by maintaining a tight focus on these areas, we have become experts at them. We don’t try to be all things to all people – we feel when you do that, you generally become mediocre at everything. We’d much rather find you a top executive and an all-star sales person than staff your entire IT / HR / and Marketing departments with warm bodies. There are hundreds of agencies you can turn to for generic positions, and we encourage you to use them. But for the best, most critical bottom-line affecting positions? We want you to turn to us.
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