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Big problem: The people you want for these positions have always been hard to
find. Now, recruiting them is even more difficult. Our
recruiters know where and how to reach your target candidates -- and speak their
language. Motivating those specialists to join your company is still a
challenge. But we can "sell" your company and your career opportunities
and help close the deal.
Key Benefits
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Use 500 Recruiters
- our
nationwide recruiting network identifies more candidates (only we know client company
identity, so you will only deal with us) |
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Targeted Candidates
- we approach
candidates who are not looking for a job |
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Avoid the Haystack - the Internet is full
of resumes and wannabes, don't waste your time |
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Save IT Resources - we screen out the
time-wasting resumes and candidates |
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Security Holes Plugged
- sooner is better,
you need security fixed now |
Information-Security Specialists
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IT Auditors - CISA / CISM |
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Disaster Recovery Planners
- CBCP |
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Network Security Analysts - CCNA / CCSP |
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Information-Security Consultants
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Security Product Sales Execs
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Security Systems Engineers - sales support |
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Capabilities - Typical Searches
The following descriptions of typical searches illustrate the scope and
methodology of our services for client companies. Actual company names and
locations are never revealed to maintain complete confidentiality.
- Security Systems Engineer
(security consulting and
enterprise security software firm)
- Company needed two highly
experienced network security specialists who also had sales-support
experience and were willing to travel 80%. We found several strong
candidates in various parts of the country and the company hired three of
them for their regional offices. One of them ascended to national security
consulting services director in less than a year.
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- Network Security Analysts
(data services outsourcer)
- Company added three positions to improve
security of their clients' on-line data. Our contacts in a major
accounting firm's computer-security practice led to five potential
candidates. We recruited one senior analyst (more senior than
specified) in a competitor's organization who was able to bring a second
person along to the client company. The senior new-hire recommended
deletion of the third new position.
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- Information Systems Auditor
(major accounting firm)
- The firm wanted to add senior staff in three cities to upgrade its
client services capabilities. Our contact in another firm helped
identify three candidates in client companies and the local chapters of the
IS auditors association provided leads to several other potential
candidates. After reviewing over 40 resumes, we recommended ten
candidates for interviews. Three were hired within three months, and none
required relocation assistance.
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- Manager - IS Recovery Planning
(financial
services)
- Replacing an employee who left, the bank wanted someone from a
consulting firm who had broad experience in various industries. We
contacted four members of a national disaster recovery advisory group to
solicit names of well qualified consultants. After talking to ten people, we
passed on two candidates for client interviews. In offer negotiations,
we convinced the company to improve the positions rank in the organization
and raise the compensation and relocation package.
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