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Talent

Precision-driven talent sourcing tailored to your exact needs. We create a roster that perfectly aligns with your vision and goals.

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Our vetted candidates have their own specialized skills and talents, allowing you to handpick the ideal team.

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We go beyond the resume. We dive deep to deliver the candidates who will exceed expectations on all fronts: competency, character, and culture fit.

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Placement is just the beginning. Our deployment process is a commitment to full support, guaranteeing a smooth transition of your chosen talent into your team.

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Rushed Hiring Decisions. Now, you're looking at the king of Rust Hiring Decisions, at least I used to be. If I had to quantify how much my Rust Hiring Decisions cost, I would say it would easily be in the $700 to a million range. This is why. Sometimes, we as business owners, founders, like to make decisions just based on our gut, our gut feel. Sometimes it works, but a lot of times it doesn't. Those a lot of times usually are in processes like hiring where a gut feel just is not good enough. A hiring process is what you need. Not only in hiring process, but also understanding the profiles that can have success. For me, that has been the biggest lesson in growing an organization is that you have to have the patience to do proactive hiring, to have the profiles, and to make sure that each of the organization or personnel that are coming through an interview in the organization matches each of the stages. The most important part for me that I really have learned the hard way in some ways is including other people in the decision. Because what we are ingrained to do sometimes is to be a lone ranger. When you, as an owner or a senior manager, to introduce someone and say, Hey, we're looking to hire him for X, Y, and Z. What I realized is most of the time people are not going to question your judgment. That's just not the way it's set up. They're saying, Hey, if he wants to hire him, so be it. But at the end of the day, they're the ones that deal with the dysfunction of the person you hired that you thought was a great fit. In that process, the things that I've taken from that is number one, don't just make decisions on people on a hunch. Number two, is first share with the rest of your team exactly what you're trying to accomplish, who you have in mind, why you think they're a good fit, and then tell them or ask them to create a framework to vet out whether it's a right fit or not. Because their experience is probably a little bit more real world compared to you, compared to me. As a result, they can provide some real insight on, yes, this person does great at X, Y, and Z, but we really need A, B, and C. They said they haven't really done that, but they can learn. But we need someone that can do that right now. As a result, I don't know if they're the right fit. That's a nice way of saying, Don't do it. I learned that. They said, Don't do it. As a result, I still did it, and I paid for it, literally and figuratively. But don't be like me. Hope that helps.

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