Developed by HR Guru’s founder, Culture Logic is a competency based recruitment, talent evaluation and selection system designed to identify talent precisely suited to a specific role, but more importantly, suited to the company culture, the department and the team for a strong culture fit.
Superior Skills and Competency Validated by a Series of Assessments
Outstanding Work History, Progressive Responsibility
Successful Career Achievements
Outstanding Competency Based References
Stellar Attitude & Exceptional Character
Balanced Emotional Intelligence
High Level Of Motivation
Verification Series Concluded
Can’t do. Matching a candidate to a company based only on skill-set or just a resume is highly unreliable and inefficient for the way we run our practice. Our focus is “what you can’t see on paper”. A solid understanding of your organization’s corporate culture, business goals and company values is always where we start, followed by communicating what your company has to offer the potential employee.
Yes. Before we endorse a candidate, we have spent minimum 4 hours profiling/ assessing each candidate in a precise and structured process. We validate super users and super attitudes. We don’t rely on gut instincts or offer subjective opinions. Contingent recruiters (embarrassed to say) have a reputation for taking shortcuts. It’s the nature of whoever gets there first mentality. I have worked with clients who receive resumes from recruiters who have never met the candidate in person. A 15 minute telephone interview and the recruiter sent the candidate on their way. Worse yet, there have been instances where the candidate had no knowledge of the agency who sent them. We do our homework, verify and document everything for your review.
Yes. HR Guru has had tremendous success with our customized behavioral interviews. Our clients consistently extend offers to 1 of the 3 candidates we present in 1st round interviews. We are proud to boast of a 98% offer acceptance for all our direct placements.
Research proves that unstructured interviews are highly unreliable. Interviews alone will not ensure that the most qualified candidate is right for the job/organization nor that the candidate hired will perform any better than any other candidate. For example, have you ever hired someone who was a superb interview and the hire ended up being a poor performer?
Statistics show behavioral interviews are 5 times more accurate than the traditional interview for choosing a candidate to can perform the job, and is an organizational fit.
Usually 3 days to 10 days after our initial consultation and after having met our client requirements.
We have done so on limited occasions with success for select clients that we have a history with. While Culture Logic Hiring System can be customized to recruit with success for any profession (marketing, sales, engineering, etc…), our finesse is in finance.
Sometimes. We are pleased that you value search firms like ours. However, hiring multiple contingent recruiters can create chaos and fee disputes when not managed properly.
The competition amongst contingent recruiters is tough in this market and many agencies often agree to a reduced fee for fear of losing the order. Some agencies will cut corners to get a candidate in front of you as quickly as the can. We don’t operate that way. We prefer to work with clients who trust that we are going to do what we claim we do best - produce a handful of outstanding professionals who are thoroughly screened, suited for the job and your unique company culture.
We ask for a contingent "exclusive". Give us the opportunity to demonstrate the value of Culture Logic Hiring System™ in practice by interviewing 3 candidates the first 10 days we do business. While we can’t keep you from calling several vendors to shorten the hiring cycle, we do rely on full disclosure and frequent communication to manage the process.
You haven’t found the right agency/recruiter. Recruiting agencies have a very high turn-over rate. Many recruiters are “lured” into the business by the promise of big commissions only to find there is no fast track to six figures and short cuts will quickly end relationships, kill a career.
The key is finding a tenured recruiter (solo or part of an agency) whose business acumen and values are aligned with yours. Do your homework.
Our clients understand that each hire is a chance to improve their bottom line by selecting the right skill set, but more importantly the right mind set for their unique corporate culture. If you are looking for warm bodies and the cheapest rates in town, we are not the agency for you.
Fortune, private mid size and well funded start-ups who need to find top performing financial talent
Corporations experiencing fast growth, expansion, restructure or a critical crunch period
Start-ups and small businesses (>25M) with little to no HR infrastructure, who need help making hiring their competitive advantage and establish a repeat process
High-tech, high growth companies with outstanding reputations in the market place who want Big 4 professionals on their accounting, finance, tax or internal audit team
Absolutely. We have a good hire checklist we send to each new client to ensure expectations are met on both sides.
Yes. In addition, while you can’t really check the totality of the numbers we boast about, we encourage you to read 29+ actual client and candidate testimonials on Linkedin. CFO’s, Controllers and HR Professionals who have used HR Guru for multiple placements over the years with long-term success. -click here to read real client testimonials on Linkedin
Chango Design is a brand identity firm and sister company to HR Guru founded in 2009 as our in-house creative partner which provides brand management and marketing support.
Our fees are 25% of the new hires' base salary for all clients we represent.
We don’t post our markups on the web for obvious reasons, but will be happy to discuss numbers with you via email or phone. For quick responses contact our CEO, Cynthia Herrera.
Not on single placements. The time and effort we put into talent evaluation is beyond industry standard, yet our fees remain industry competitive for specialized placement. The unstable economy has forced many firms to compete on price over the last few years. We have been fortunate to work with clients who highly value our ability to produce outstanding financial professionals who fit the organization. We encourage you to compare apples to apples, including our fees, which have remained the same since we opened our doors in 2002.
If you are interested in a preferred vendor relationship, we are certainly open to earning your business at a rate that makes sense for both of us.
Not on single placements. If you seek volume, or have a long term project (90+ days) that requires 5 or more temporaries or project professionals, we are open to negotiating terms.
Yes. The conversion fee is equivalent to the direct hire placement fee (25% of the annual salary). We give you credit for the net margin paid to date and charge you the difference.
Yes, 6 months. If something goes wrong in the first 6 months, we did not do our job, we skipped a few steps, missed important cues or both. 2002 - 2014, no refunds issued, nor replacements. Our candidates and clients are very happy because we do our homework.
Social Media is a small part of the bigger picture. Take inconsideration the timing of your recruitment posts, the quality and frequencies of your posts, and the demographic of your target market and the importance of the position. A solid recruiting strategy leverages all available resources. Social networking sites are extremely valuable tools to promote brand awareness, create an engaging talent brand and generate prospects. Make sure you have a dedicated and experienced resource to interview and screen the volume of applicants. Remember, available talent doesn’t mean qualified talent.
DON’T: Put all your eggs in one basket for a key position that would be better suited as a specialized and/or confidential search.
There is a significant amount of work to “make a long-term match”. Job posting produces inbound candidates who are not employed. If you rely on job boards, you are literally missing an entire pool of “confidential candidates who aren’t on job boards”. These candidates are head down, immersed in work, searching selectively as their schedule permits and working with retained/contingent recruiters to advise them when opportunities arise that meet their specific requirements.
If you rely on job boards, make sure you have solid internal resources to evaluate each candidate. I recommend a standardized process, a suite of reliable screening tools and an experienced team to match the right performance competencies, align professional attitudes and values for your department, organization and culture.
Not really. Two very different approaches. Produces different results. Experienced recruiters have established candidate networks to call on. These are candidates that are employed, but would consider a move forward for an opportunity that meets their specific wants and needs. These candidates are head down, working and often don’t have the time to invest in job boards. Most employed passive candidates seek confidentiality.
If recruiters aren’t able to produce a potential candidate from their existing network of readily available passive candidates, the next step is to source candidates directly (cold call and pitch opportunities to the targeted demographic) from similar companies or competitors.
Job posting produces inbound candidates who are not employed. Direct recruitment requires relationship building and a consultative approach. Unemployment has increased the number of resumes, not necessary the number of talented professionals. If you really think about it, most companies hold on to their top performers even in bad times, if they can. DON’T rely solely on job boards for candidate traffic.