“Josh led me through an exhaustive search for a talented Level II Helpdesk Analyst. Without his help, I would not have found the right person to fit the job. The position had a lot of requirements and Josh worked with me to ensure the candidates I screened met or exceeded them.” – Customer Support Manager
“Our experiences with IT Pros have been excellent. I deal almost exclusively with Brad and I have been very impressed with him. Brad is an excellent business person who has worked very hard for us to place the right operations and sales candidates that are helping our company to grow.” – COO
Bespoke Technical Recruiting & Staffing Services Used by Startups to Public Companies
Hired a Chief Product Officer, formerly of Jornaya (LeadiD), Monetate, GSI Commerce, Turn Tide/Symantec, graduated from Rutgers University.
Hired a Lead Java Engineer, formerly of Stitch (formerly RJMetrics), Chariot Solutions, Navteq, graduated from Harvard University.
Hired a Big Data Solutions Architect, formerly of CapTech, PennMutual, ING Direct, Accenture, graduated from Carnegie Mellon University.
Hired a DevOps Engineer, formerly of AWeber Communications, Northrop Grumman, QuiqMeds, graduated from Drexel University.
Hired an IT Support Manager, formerly of Ellucian, NX Utilities, Pentec Health, graduated from West Chester University of Pennsylvania.
Hired a Senior Data Scientist, formerly of Kelkoo, graduated from Damascus University and Aix-Marseille University.
Fully Integrated Process Designed for Busy People and Growing Companies
We become an extension of you and your team by working together to produce successful hiring outcomes. Let us into your world by sharing a detailed company overview: culture, environment, job description, requirements, preferences, career path, selling points, benefits, perks, compensation, interview process, expectations, etc.
We then begin tailoring specific solutions to meet your hiring needs.
A mix of AI and Human Intelligence, our sourcing team goes well beyond boolean search strings and online profiles. From predictive analysis to talent mapping, the modern tools and strategies we use are designed to outcompete the competition = TIME.
Make no mistake about it, there is a unique art to getting the right candidates attracted to speak with you confidentially about a new job while they are happily employed. From our opening line to our last, we have tracked thousands of candidate responses to know what makes them say “Yes, I would be interested in learning more” versus “Thanks, but I’m happily employed”. Sometimes it takes timing, other times it takes persistence. Many times, it takes both which we have down to a science.
Find out what makes these candidates tick: Startup or large enterprise? Center City or the ‘burbs? $80K or $180K? IoT or Fintech? 100% transparency at all times.
Eliminate the back and forth scheduling conflicts when it comes to interviews, meetings, and code challenges. Always have a detailed calendar invite knowing who you are interviewing, when, and for what position. Receive detailed and transparent feedback. Cut down your interview cycles. Increase successful hires.
Before an offer goes out, we believe that you should know what it takes to close a candidate. Sometimes it is about the money, but most of the time it has to deal with other factors like health care or flexible work schedule. The work isn’t done when an offer has been accepted. It started back during the pre-screening. The time leading up to a starting new job and for the first three months of employment are critical to determining the success of a new hire. How are things going? Any issues or concerns? Tackling issues early on helps to ensure a smooth transition.