Services

Name Generation

 

We often get requests when a vacancy happens, or when an organization is looking to backfill an internal role. "Help! We just lost our EVP, Business Development!" Or, "Help! Our SVP, Operations is about to be promoted and our Director isn't ready to inherit her job!" ... "Do you have any ideas? Do you know anyone great we should try to hire?"

Name generation is the perfect way to learn more about the best talent on the marketplace to jumpstart your recruiting. Each research engagement begins with a kickoff call to discuss and collaborate on best practices and benchmarks, areas of interest, must-haves, competitive intelligence and parameters. From there, a research model is created, a recipe is "baked" and a candidate list is generated for you to begin recruiting.

Marketplace Research

 

Sometimes we get requests for intelligence that's larger in scale, and the objective is to learn about a big unknown. Like a region. Or an industry. Or corporate function.

For example, a CEO might say, "We're interested in expanding our automotive practice in China, but we don't know much about what's happening there. Before we start investing resources to open an office, can you give us a snapshot of who's in the space, doing the most business, winning awards and generating buzz?"

Or a Chief Talent Officer might call and say, "Our Seattle office is rebranding, they're doing a full pivot to experiential marketing. Can you help us learn about the space? Who are our competitors? What are the companies people love working for, and where are those offices based?"

Or a CHRO may email, "We're interested in potentially hiring a Chief Sustainability Officer, but we don't know a ton about the role, function or salary bandwidth. Do our competitors have a CSO?"

You get the idea.

Talent Mapping

 

Occasionally, we hear exciting news, "We're growing! Help!" Or, "Help! We're on the verge of landing a massive new account!" Increased revenue and new clients mean more responsibility, and that requires an understanding of how to accommodate needs specific to hiring. Talent mapping sits at the intersection of understanding a company's current capacity and future need.

Oftentimes companies will want to know how their competitors structure and organize departments. Having a leg up on competition, anticipating demand and understanding the forecast of a business makes recruiting and retaining talent easier.

We're happy to help.