Helping Clients Drive Stronger Sales, Performance, & Results

Unlike general staffing firms, job boards, and traditional recruiters, we use a proven 25-step process to help our clients quickly – and easily – hire the talent they need to gain a competitive advantage and drive revenue. After all, your success is our success.

Transferable skills.

We Succeed Because We:

  • 1. Fully understand client needs and their sense of urgency and strategize, “How will we attract a top producer?”
  • 2. Recommend a flexible search program that meets our client’s needs.
  • 3. Finalize the fee agreement to meet the client’s needs. The fee agreement is the product of an amount that our client is comfortable with, along with being substantial enough to justify the time needed by Top Producers to conduct the search at the priority level suitable to the client.
  • 4. Based on a list of suggested sources (competitors, companies selling to the same contacts, Top Producers database, etc.), Top Producers puts together a list of 100+ individuals to call.
  • 5. We share the profile and ask, “Who do you know who has this profile that you’d rate a 9 or 10 on a scale of 1 to 10?”

  • 6. Compile a “short list” of the 20+ best-qualified candidates and initiate direct conversation with these individuals.

  • 7. Phone screen candidates for potential mutual fit/interest.
  • 8. Conduct a comprehensive interview of qualified candidates.
  • 9. Determine the potential reason for the change (RFC). Ensure that the candidate’s RFC aligns with what the client is looking for.
  • 10. Determine the candidate’s sense of urgency. Ensure timing might work.
  • 11. Ask the candidate: “What are your short-term and long-term career goals?” to ensure compatibility with the client’s needs.

  • 12. Inform candidates that the client may require W-2s during the salary negotiation stage. Have candidates prepared to answer, “What have you W-2’d the past two years, and what portion has been base?”
  • 13. Qualify potential candidates as “Top Producers” with the following questions:

    • How does your company determine success?
    • How has your performance been relative to that definition?
    • What is your quota, and what is your performance versus that quota?
    • How many peers do what you do locally/regionally/nationally?
    • Which past supervisors can verify this information?
  • 14. Present top candidates to the client and explain why we feel they will bring value to their organization.

  • 15. Set up interviews with the candidate and the client.
  • 16. Set up interview preparation for candidate preparation.
  • 17. Prepare the client for candidate hot buttons.
  • 18. Debrief the candidate regarding questions and/or concerns, what they liked, their interest level, and where the client ranks relative to other possible options they may be considering.

  • 19. Debrief the client and share pertinent information regarding the client’s debriefing feedback, understand the candidate’s concerns, what they like about the candidate, their interest level, and next steps.

  • 20. Communicate the timeline and sense of urgency to the client and candidate during the interview process.
  • 21. Schedule 2nd, 3rd, 4th, (and more) interviews, prepare the candidate, and debrief the candidate and client after each meeting.
  • 22. Help facilitate realistic expectations for the candidate and client regarding compensation parameters.
  • 23. Check or provide references that were given before the candidate was submitted to the client.
  • 24. Assist the candidate with a resignation letter. Also, help them understand the likelihood of a counteroffer and recommend courses of action.

  • 25. Stay in touch with the candidate after their resignation and through the start date at the client’s company to mitigate any potential problems. Continue communication with both parties to ensure a smooth transition to the client’s team.

Helping Clients Drive Stronger Sales, Performance, & Results

Unlike general staffing firms, job boards, and traditional recruiters, we use a proven 25-step process to help our clients quickly – and easily – hire the talent they need to gain a competitive advantage and drive revenue. After all, your success is our success.

  • 1. Fully understand client needs and their sense of urgency and strategize, “How will we attract a top producer?”
  • 2. Recommend a flexible search program that meets our client’s needs.
  • 3. Finalize the fee agreement to meet the client’s needs. The fee agreement is the product of an amount that our client is comfortable with, along with being substantial enough to justify the time needed by Top Producers to conduct the search at the priority level suitable to the client.
  • 4. Based on a list of suggested sources (competitors, companies selling to the same contacts, Top Producers database, etc.), Top Producers puts together a list of 100+ individuals to call.
  • 5. We share the profile and ask, “Who do you know who has this profile that you’d rate a 9 or 10 on a scale of 1 to 10?”

  • 6. Compile a “short list” of the 20+ best-qualified candidates and initiate direct conversation with these individuals.

  • 7. Phone screen candidates for potential mutual fit/interest.
  • 8. Conduct a comprehensive interview of qualified candidates.
  • 9. Determine the potential reason for the change (RFC). Ensure that the candidate’s RFC aligns with what the client is looking for.
  • 10. Determine the candidate’s sense of urgency. Ensure timing might work.
  • 11. Ask the candidate: “What are your short-term and long-term career goals?” to ensure compatibility with the client’s needs.

  • 12. Inform candidates that the client may require W-2s during the salary negotiation stage. Have candidates prepared to answer, “What have you W-2’d the past two years, and what portion has been base?”
  • 13. Qualify potential candidates as “Top Producers” with the following questions:

    • How does your company determine success?
    • How has your performance been relative to that definition?
    • What is your quota, and what is your performance versus that quota?
    • How many peers do what you do locally/regionally/nationally?
    • Which past supervisors can verify this information?
  • 14. Present top candidates to the client and explain why we feel they will bring value to their organization.

  • 15. Set up interviews with the candidate and the client.
  • 16. Set up interview preparation for candidate preparation.
  • 17. Prepare the client for candidate hot buttons.
  • 18. Debrief the candidate regarding questions and/or concerns, what they liked, their interest level, and where the client ranks relative to other possible options they may be considering.

  • 19. Debrief the client and share pertinent information regarding the client’s debriefing feedback, understand the candidate’s concerns, what they like about the candidate, their interest level, and next steps.

  • 20. Communicate the timeline and sense of urgency to the client and candidate during the interview process.
  • 21. Schedule 2nd, 3rd, 4th, (and more) interviews, prepare the candidate, and debrief the candidate and client after each meeting.
  • 22. Help facilitate realistic expectations for the candidate and client regarding compensation parameters.
  • 23. Check or provide references that were given before the candidate was submitted to the client.
  • 24. Assist the candidate with a resignation letter. Also, help them understand the likelihood of a counteroffer and recommend courses of action.

  • 25. Stay in touch with the candidate after their resignation and through the start date at the client’s company to mitigate any potential problems. Continue communication with both parties to ensure a smooth transition to the client’s team.
  • 1. Fully understand client needs and their sense of urgency and strategize, “How will we attract a top producer?”
  • 2. Recommend a flexible search program that meets our client’s needs.
  • 3. Finalize the fee agreement to meet the client’s needs. The fee agreement is the product of an amount that our client is comfortable with, along with being substantial enough to justify the time needed by Top Producers to conduct the search at the priority level suitable to the client.
  • 4. Based on a list of suggested sources (competitors, companies selling to the same contacts, Top Producers database, etc.), Top Producers puts together a list of 100+ individuals to call.
  • 5. We share the profile and ask, “Who do you know who has this profile that you’d rate a 9 or 10 on a scale of 1 to 10?”

  • 6. Compile a “short list” of the 20+ best-qualified candidates and initiate direct conversation with these individuals.

  • 7. Phone screen candidates for potential mutual fit/interest.
  • 8. Conduct a comprehensive interview of qualified candidates.
  • 9. Determine the potential reason for the change (RFC). Ensure that the candidate’s RFC aligns with what the client is looking for.
  • 10. Determine the candidate’s sense of urgency. Ensure timing might work.
  • 11. Ask the candidate: “What are your short-term and long-term career goals?” to ensure compatibility with the client’s needs.

  • 12. Inform candidates that the client may require W-2s during the salary negotiation stage. Have candidates prepared to answer, “What have you W-2’d the past two years, and what portion has been base?”
  • 13. Qualify potential candidates as “Top Producers” with the following questions:

    • How does your company determine success?
    • How has your performance been relative to that definition?
    • What is your quota, and what is your performance versus that quota?
    • How many peers do what you do locally/regionally/nationally?
    • Which past supervisors can verify this information?
  • 14. Present top candidates to the client and explain why we feel they will bring value to their organization.

  • 15. Set up interviews with the candidate and the client.
  • 16. Set up interview preparation for candidate preparation.
  • 17. Prepare the client for candidate hot buttons.
  • 18. Debrief the candidate regarding questions and/or concerns, what they liked, their interest level, and where the client ranks relative to other possible options they may be considering.

  • 19. Debrief the client and share pertinent information regarding the client’s debriefing feedback, understand the candidate’s concerns, what they like about the candidate, their interest level, and next steps.

  • 20. Communicate the timeline and sense of urgency to the client and candidate during the interview process.
  • 21. Schedule 2nd, 3rd, 4th, (and more) interviews, prepare the candidate, and debrief the candidate and client after each meeting.
  • 22. Help facilitate realistic expectations for the candidate and client regarding compensation parameters.
  • 23. Check or provide references that were given before the candidate was submitted to the client.
  • 24. Assist the candidate with a resignation letter. Also, help them understand the likelihood of a counteroffer and recommend courses of action.

  • 25. Stay in touch with the candidate after their resignation and through the start date at the client’s company to mitigate any potential problems. Continue communication with both parties to ensure a smooth transition to the client’s team.

Ready to Get Started?

If you’re ready to grow your business or if you are a top-producing professional looking for a new career move, Top Producers would like to talk to you.

CONTACT US NOW