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The Formula

Step One: Research and Recruiting

Before the search begins, we’ll arrange a call to discuss your specific needs and draw up a profile of the person you wish to hire. To sharpen our understanding of the position, we’ll ask you a few questions designed to prioritize candidate characteristics and identify companies or markets from which a person with exceptional talent might be found.

During the recruiting process, we’ll make progress reports and background presentations when we surface qualified candidates. We’ll facilitate interviewing, check references when appropriate, give our input in terms of candidate interest level and suitability, and make recommendations with respect to compensation and relocation issues. In most cases, the first round of referrals and interviews will take approximately two weeks.

 

Step Two: Generating an Acceptable Offer

Once mutual interest has been established, our capture strategy goes into effect. What are the candidate’s needs, in terms of compensation, perks and relocation assistance? Are there any loose ends that must be addressed? Is the candidate serious about joining your team or juggling a variety of offers to stay with the current employer?
As difficult as it is to find the right person, your efforts are wasted if the candidate turns you down or takes another offer. It’s our job to help broker the deal, to ensure that who you want is who you get.
 

Step Three: Ensuring a Smooth Transition

Now that your employment offer has been accepted, we’ll do whatever is necessary to help the candidate resign from his or her old position, decline a counteroffer attempt, and assist in any way that might be beneficial during the transition to the new position.
At HMR Search, we refer only those candidates who are sincerely interested in exploring the opportunity to join your team. In other words, we won’t waste your time by presenting reluctant or counteroffer-prone candidates who might use your employment offer merely as a market-value litmus test or a negotiating tool to leverage an existing position. Only those candidates with realistic expectations and corporate-culture compatibility will be referred.
 
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Testimonials

I have worked with many recruiters in my role as Vice President of Sales and feel confident in saying that none worked as hard as Vic Haus and HMR to provide a consistently high level of candidates that fit well with our requested employee profile.
Bret Arriola
Senior Vice President of Sales & Marketing
Remington Hotels & Resorts