• Conducting a thorough intake process to understand current business state, culture, team and hiring manager style, and more

• Writing a compelling job description

• Sourcing top talent from our expansive network

• Developing interview questions, scoring rubrics, and skills assessments

• Curating the interview team and scheduling interviews

• Weighing team needs against candidate strengths/experience

• Completing reference checks

• Managing the offer

• Advising on onboarding

I know that “group” is in the name, but when you hire Carrington Talent Group, you’re working directly with me. Unlike big recruiting firms that often match organizations with recruiters based on availability, I take the lead on every executive search (with the help of my small, exceptionally talented team of recruiters and consultants who assist with specific areas of expertise). In contrast to many other search consultants, I have worn the hats of vice president, hiring manager, and recruiting lead, which means I bring a holistic perspective when helping you evaluate the talent; we’ll consider each candidate's strengths and experience, but also how they will provide valuable leverage and fill gaps on the team overall.

I use a consultative approach with my clients and the candidates, making sure the needs and goals of each stakeholder are taken into account. That approach spans into onboarding, too; I offer guidance on how best to onboard new hires based on observations during the interview process and feedback gleaned during reference checks, which helps ensure their successful integration into the team. It’s a comprehensive approach that has proven to be effective in hiring team members who are truly a good fit for the role, find immediate success, and want to stay on your team.

We know that diverse organizations and teams lead to better business outcomes. In the recruiting process, diversity shouldn’t be an afterthought, but rather an integral part of the search strategy. And, sometimes we need to use more unique channels of sourcing to find the talent that is right for the role. My 15 years of experience working in the talent development and recruitment space has given me an unrivaled network of diverse talent spanning across the corporate, professional services, tech and nonprofit landscape. More than 70% of my hires have been people of color, and the vast majority of mid-career and executive level hires have an advanced degree.

I know that by the time we start a search, the time to hire was yesterday. We are an efficient team, well-known for hiring rockstar candidates quickly without compromising on quality. Depending on the role, level, and about 20 other factors(!), a typical search takes anywhere from 6 – 20 weeks. Once I understand more about your needs, I can give you a more accurate answer. Read our client stories to dive further into our impact for our clients.

The standard fees for search services range from 20-30% of the new hire’s first year of compensation. However, every consulting engagement is customized because your organization’s needs are unique to you. Inquire, and we’ll connect one-on-one so we can discuss your needs and come up with a solution to match your objectives.

Since starting Carrington Talent Group in 2019, all of my full-cycle searches have been successful; I have not been asked to rerun a search or refund a dime. I'm very proud that my ~100 new hires during this period have been a strong match, with quite a few promotions as well. That said, I will rerun the search for you if the new hire is not a match within the first six months. Our search agreement outlines all of these terms, so there will never be any surprises!

You are not alone. Sometimes when you decide to backfill a role or hire for a new function, this opens a can of worms about where your organization is at this point in time in its development. You may need a sounding board, or you may need an organization redesign. Let's discuss.