Finding the right senior leadership executives requires a thorough understanding of your company's unique needs. Not only do you need to find someone with the right skill set, but they need to be a cultural fit as well.

Picture a recruitment service not just as a hiring facilitator but as a strategic partner. GCE Strategic Consulting takes a three-pillar approach to recruitment: defining the specific job, finding the most promising candidates, and assessing them for an aptitude and cultural fit. This starts with understanding your hiring requirements. With our methodology, we don’t just bring you candidates, we bring you the cream of the crop. Here’s a sneak peek into how we do it.

1. Getting the Ball Rolling: Define Your Hiring Needs

In order to both find the right talent and integrate them into their entrepreneurial journey, your business should start by defining your hiring needs.

Assessing Current Team Strengths and Weaknesses

We start by evaluating your existing team's strengths and weaknesses. This analysis helps us identify the gaps that need to be filled to support your company's growth and success.

Developing Clear Job Descriptions

We can’t overstate the importance of the job description. It may be a candidate’s first exposure to your company—you want to make it count. Clarity and precision go a long way here. After reading the description, the candidate should have a feel for what the job is and if they are qualified for it. At GCE, we don't just write job descriptions; we create job advertisements. A detailed description encourages candidates to self-identify their fit, streamlining the hiring process.

2. Identifying Candidates Who Stick Around and Succeed

Once you know what you want, it’s easier to ask for it. The next step in the process is inviting candidates to the table. Our team at GCE conducts a search across platforms to find the best fit for your position. After connecting with the candidates, we ask them to take a candidate assessment that we’ve curated based only on your job description.

Conducting a Passive Search

Part of the success of our recruitment strategy lies in our search strategy. We consider this to be our kind of secret sauce to tease out the best candidates. We leverage LinkedIn to identify candidates who may not be actively seeking new opportunities. By reaching out to this exclusive pool, we increase our chances of connecting with top-tier talent who might otherwise remain hidden.

Creating a Tailored Candidate Assessment

Based on the job description, we have a decoding process to design an assessment tailored to your specific role. Each candidate we seek out takes this assessment before moving along in the recruitment process. Before we even meet a candidate for an interview, we take a measure of their energy match, problem-solving skills, and motivation.

While other recruitment assessments are based on an average of thousands of similar job seekers for a specific role, ours uses the client's specific job description to craft our assessment. For example, a search for the same job title at Stripe, a top FinTech company, would vastly differ from the same job title search for a boutique FinTech company. When you work with GCE’s recruitment team, you get candidates who have your specific requirements, capacity to take on your position, and align with your organizational ethos.

3. Narrowing the Pool: The EOS® Interview Process

After determining who fits your job description, it’s time to see if they could be the right person for the role. The interview process GCE’s recruiting team uses is deeply rooted in the EOS® principles to ensure the perfect fit for your position.

GCE’s recruiting process is based on the “right person, right seat” ideology. A core EOS® principle, this theory means that each position is filled with someone who has the skills, the desire, and the capacity to do their job.

To check that a candidate fits the bill, we conduct a two-tiered interview process, before even sending them your way. First, we partner with a subject matter expert to interview each candidate to assess their technical proficiency. This is followed by a culture interview, delving deeper than the assessment to ensure alignment with your company's culture.

Based on these insights, we present the top candidates to your team for the final round of interviews. We talk you through all the details. We’ll provide an all-encompassing candidate presentation that includes candidate summaries, location insights, salary details, resumes, interview highlights, and assessment scores. Then, we’ll advise you on a few questions to add to the roster for your interview. We want you to walk away from the process as confident as we are that you found the right match.

4. Onboarding New Team Members with EOS®

With so much attention to the recruitment process, your team and the candidate should be pretty familiar with each other before their first day. However, comprehensive onboarding is an important component of the EOS® process.

Effective onboarding invites your new hire into the company culture, helps set expectations, and you can also use this to incorporate them into the meeting pulse. As such, proper onboarding is both essential to your business’ success and to the new hire’s success as well.

GCE ensures new team members are swiftly integrated into EOS® processes and meetings, facilitating a productive and collaborative start to their journey within the organization. Setting clear expectations and goals will align the new hire with the company's vision, laying a foundation for success for all parties involved.

Complete Your Team With GCE at Your Side

When recruiting senior leadership-level executives, GCE Strategic Consulting offers something different from the cookie-cutter approach of large firms. We offer an unwavering commitment to EOS® principles, a hands-on approach to crafting a precise job description and assessment, and a thorough approach to interviewing candidates.

Our financial model also sets us apart. Instead of taking a percentage of first-year compensation, we operate hourly. What does that mean for you? Unless you are looking for a unicorn, you can expect your search fees to be 20-30% lower than traditional recruiters. In addition, you can pause our recruiting efforts at any time—with no financial penalty.

Combined with our time-tested, data-driven methodologies, our proven track record in team placements allows us to create winning teams, every time. From Fintech and Tax Services, to Online Compliance and Landscaping, GCE’s recruitment team has robust experience across various industries. No matter the intricacies of your particular organization, we will bring you exceptional candidates who will drive your business forward.

Our commitment to excellence and a tailored, results-driven approach ensures that our clients receive a unique, hands-on experience that aligns seamlessly with the principles of EOS® and their strategic hiring needs.

Ready to build out your team? Reach out to Perry Tanner at GCE to learn more about our recruitment process and find your missing piece today.

EOS® Recruiting: Strategic Consulting for Your Business