Whether you need help recruiting for a high-priority role, or you’re entering your “hyper-growth” mode and you need to hire in volume, we can help!
Roles that we Recruit For
- CEO | Chief Executive Officer
- CFO | Chief Financial Officer
- CRO | Chief Risk Officer
- CCO | Chief Compliance Officer
- CTO | Chief Technology Officer
- CPO | Chief Product Officer
- CLO | Chief Legal Officer | General Counsel
- BSA Officer | Bank Secrecy Act Officer
- CAMLO | Chief Anti Money Laundry Officer
- CHRO | Chief Human Resources Officer
- SVPs | VP
- Solutions Architect
- Program Manager
- Full Stacks Engineer
- Front End Developer
- Middleware Developer
- DevOps Engineer
- Cloud Engineer
- Automation Engineer
- Data Engineer
- Technology Delivery Lead
- Application Manager
- IT Security & Vulnerability Testing
- IT Compliance
- IT Infrastructure
- Project Manager
- Business Analyst
- Business Systems Analyst
- Product Manager
- Tech Product Manager
- Product Owner
- Product Designer
- UX/UI
- CX
- BSA/AML/FinCrime
- Fraud Prevention & Strategy
- Financial Risk Management
- Quantitative Risk Modeling
- Enterprise Risk Management
- Operational Risk Management
- Internal Audit
- Regulatory Compliance
- General Counsel
- Product Counsel
- Payments Counsel
- Privacy Counsel
- Regulatory Counsel
- Commercial Counsel
- Paralegal
- Marketing Analytics
- Digital Marketing
- Social Media Marketing
- Branding
- PR & Communication
- Partnerships and Loyalty
- Email Marketing
- SEO
- Graphic Designer
- Copy Writer
- Content Writer
- Video Content Creator
- Video Editor
- Payments Operations & Strategy
- ACH/ Reg E
- Disputes & Reconcilement
- Operations Manager
- Controllership
- Financial Planning & Analysis (FP&A)
- Accounting Financial Reporting
- Treasury & Liquidity Management
- Capital Markets & Portfolio Management
- Consumer Credit
- Commercial Banking
- Corporate Banking
- Investment Brokerage
- Operations Management
- Corporate Development Strategy
- Consumer Banking Strategy
- Deposit Operations & Strategy
- Lending Operations & Strategy
- Online Brokerage Operations & Strategy
Sales & Business Development
- Head of Sales (B2B and B2C)
- Senior Account Manager
- Business Development Manager
- Partnership Manager
- Talent Acquisition
- People & Culture
- Training & Development
- People Analytics
- Employer Branding
- HR BP
Contingency-based Recruitment
- You are looking for effective results without having to pay an upfront retainer. In this model we will introduce you to a number of candidates that you can meet with and benchmark. You will only be required to pay us if/when you hire one of our candidates.
- You need help hiring executive-level talent, or highly specialized senior-level technical talent.
- These roles tend to require significant time spent researching and strategizing. The hiring cycles are typically longer, and the pool of candidates are small and very hard to reach.
- You are looking to hire for a role on a confidential basis, you can’t advertise it and you need a trusted partner who can handle sensitive information with utmost professionalism. We can attract, source and recruit your ideal candidate while operating in stealth mode.
- You need to boost up your recruitment bandwidth.
- We will work alongside your in-house talent team acting as extensions of your TA team, managing the end-to-end recruitment for a portfolio of roles that you assign to us.
Whether you’re an established client with a recognizable employer brand and you’re not able to reach the talent pool that you’re looking for, or you’re a hyper-growth startup/scale-up with ambitious growth plans and you aren’t sure how to execute on your hiring plans, we can help!
We take the time to understand your unique challenges when it comes to hiring and attracting talent, your competitive landscape and your desired outcomes. We then design talent strategies that will help you meet your objectives.
Talent Acquisition Strategy
- We conduct extensive research to understand your competitive talent landscape, your employer brand weaknesses, strengths, areas to capitalize on and areas of risk.
- We then look at the desired state of your talent acquisition operation, and we design a multi-channel talent acquisition strategy to help you get to where you want to be.
- We create a playbook with actionable items and we coach your team throughout the implementation of our strategy.
TA Process Improvements and Optimization
- We conduct a detailed assessment of your TA processes, and we propose creative solutions to optimize and improve your operation.
- Process Automation; we assess where you can automate time consuming and repetitive tasks in your talent operations, so your TA team can focus on bigger and better things.
Recruitment Analytics, KPIs/KRIs
- We link your desired talent outcomes to recruitment KPIs and we’ll let you know which KPIs to track/improve to achieve those outcomes.
- We create easy to digest data dashboards for recruitment managers and executive management teams.
- We create KRI dashboards that flag areas of concern in your recruitment processes. These are excellent tools to help monitor risk within your recruitment processes.
Candidate Experience & Design Thinking
- One of the most important ingredients of attracting top talent is a well designed candidate experience.
- We design candidate centric processes that will set you apart from your competition.
- We will help you unfold your authentic Employer Value Proposition (EVP)
- We will tie in your employer branding efforts with your recruitment strategy helping you build pipelines in advance of hiring.
- We guide you on how to improve your employer brand, measure the impact of your improvements, learn, re-iterate and produce better results with each new iteration.
- We recommend technics to help you build and grow talent communities that engage with your brand. This comes in handy when you’re looking to attract candidates from a specific candidate pool to boost your tech, diversity and executive-level hiring.
- A good talent acquisition strategy includes a well designed succession and career path plan. A well designed talent succession plan improves employee retention and performance.
- We will share with you how successful companies utilize succession planning and career pathing as an opportunity to fill some of their toughest roles, save significant recruiting costs and cultivate better company culture.
- We will dive right in understanding your D&I objectives.
- We assess your processes and propose solutions to boost your diversity in areas that you’d like to see improvements in.
- Competitive compensation and benefits are critical to attracting and retaining top talent.
- A well thought-out compensation model should not always cost more. The key is to re-allocate the same capital in a creative way and produce better outcomes.
- A well designed compensation package should incentivize the right behavior that leads to the desired outcomes.
People Analytics Implementation
- People Analytics is about applying data-driven approaches to improve how you manage and engage with your employees.
- It’s about understanding people and their behavior in your company and acting on that data to create even better employee experiences and ultimately a more content productive workforce.
- We take time to understand what your business goals are, then we decipher what metrics are needed to determine progress.
ATS (Application Tracking System) Implementation
- We implement, upgrade and customize ATS systems.
- We configure ATS systems to maximize process automation.
- We take the time to understand your use cases, your recruitment complexity and hiring volumes; we make our recommendations based on those parameters.
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