1. Kick-Off Call/In-Person Meeting
The goal of this meeting is to better understand not just the role, but the culture of the organization and interpersonal nuances that may be necessary for a new hire to be successful in the position. We will also discuss compensation for the role.
2. Candidate Sourcing/Vetting
During this stage, we use our own database of candidates and candidate submissions via The Merker Group website. We also use referrals from our personal network of contacts. Additionally, we leverage advertising campaigns in national, regional and industry press. We spend a considerable amount of time interviewing and getting to know the candidates to ensure that they are a good fit in advance of client presentation.
3. Shortlist Produced
We provide our client with 5-10 of our very best candidates, along with their CVs and a brief summary of critical information, including compensation details, relevant personality traits and reasons why the candidate is interested in your organization.
If necessary, we can help coordinate interviews with selected candidates and ensure candidates are fully briefed on the interview process. We will remain in touch with candidates as interviews progress, providing timely feedback.
5. Offer Management
We will provide assistance and advice on making offers to selected candidates. We see the process through to the end.
Law Firm Process:
We like to take a more strategic approach when working with law firms. While most law firms do not work on an exclusive basis, we still take the time to know the hiring managers at many of the Am Law 100 and 200 firms and in many cases the managing partners for the offices. When we work on a job, we can speak intelligently with candidates about the roles we are representing and your firm. It's this approach that makes us quite different from your average "headhunter". Call us your "strategic partner".