Lee & Pierson Associates

Our Process

Develop and confirm success profile and search parameters
- Review and discuss success profiles
- Define responsibilities, title, reporting structure and compensation
- Define desired skills or training, experience and characteristics

Understand client and company culture
- Identify project expectations, interview times and offer process
- Understand culture, history and operations
- Review benefits, policies and marketing literature
- Identify recruiting obstacles
- Establish communication, timeline and reports

Establish project roles, responsibilities and expectations:
- Identify internal project sponsor and align with LPA PM
- Define PM vs. Recruiter vs. Sourcer roles as related to client hiring managers
- Set hire time line and production metrics

How We Do It

Identify qualified candidates and develop target lists
- Determine Client's approved target recruiting list
- Direct sourcing and source from competitors
- Utilize LPA's Proprietary Database, networking, Forums and Internet resources
- Contact LPA's personal referrals and previous employees

Screen and interview candidates to define position requirements
- Create candidate profile for Client, defining skill set, communication skills and cultural fit
- Identify educational history, relocation options and past success
- Understand salary requirements, strengths and potential

Present final candidates for interviews by Client
- Weekly reports to Client of slated interview candidates
- LPA will be on-site to facilitate interview process (*if needed)
- LPA and hiring manager will meet at conclusion of the interview day
- LPA will provides feedback to candidate within 24 hours

Candidate selection and closing negotiations
- Position defined with reporting, roles and responsibilities
- Compensation and employment terms defined
- Relocation plans defined (*where applicable)
- Verbal and written offer extended, Start date determined