Why Work with Brooks Recruiting?

What Makes Us Unique?

We treat you as we want to be treated
We don’t sling resumes
We value your time & don’t waste it on unnecessary submissions or correspondence
We are prompt in our communication
We provide status updates

We are search experts, which goes way beyond performing a Boolean search
We start with our databases of lists, organization charts, & perform keyword research to your competitors you may not know exist
We narrow down the list, identify potential candidates with hand-crafted specific messaging & a sequence of touch points to elicit a response, moving the conversation from text to phone

We know the questions to ask to elicit the information you need to know in making your decision on a candidate
We have a specific line of questioning to identify candidate values and a methodology on determining direct vs. indirect communicators

We understand the Employee Journey & that every interaction with your prospective employee represents your company and their attitude toward your company
We are positive, direct, honest, timely, create a safe & trustworthy space with every interaction, so your company is positioned in the best light when being considered and not detracting from your organization

We go above and beyond, eliminating future sticking points that reduce job tenure & optimal fit
Ensuring candidate commute’s aren’t excessive, leading to burn out
Determining their career goals and reverse-engineering their interim steps to make sure your job fits into their career progression
Asking a specific line of questions to determine their job priorities
Determining if their personality aligns with your culture and is indicative of someone you want representing your organization

We streamline the interviewing process and can be as involved or hands-off as you prefer
This includes scheduling interviews, Negotiating salary, Performing reference checks

We have the ability to work around the clock and on weekends
By interviewing candidates and performing reference checks before and after work hours, and on weekends, our clients hire candidates often lost to slow timing

In addition to being sourcing experts, we deliver.

We utilize a results-driven, contingency hiring model, so there’s no upfront risk for you to engage us.

(no hire, no fee + each hire comes with a guaranteed period)

They have trouble finding, qualifying, communicating and managing expectations, hiring the right people who perform and fit their culture, while retaining them
The amount of time it requires to go through hundreds to thousands of application and lack of success from hiring an experienced SMEs from a job postings is discouraging
Mis-hiring and mismanaging expectations leads to constant turnover
They can’t find SMEs or don’t know the skill sets they need (especially when it’s an emerging market)

Speed up the hiring process
Save time qualifying and screening candidates for Expertise and Culture fit
Time is better spent focusing on other goals or hiring reqs., need to delegate and lighten the load
Prefer a 3rd-party intermediate to save time facilitating interviews, qualifying compensation, performing references

You don’t want to directly solicit competitors and have your competitors find out
You don’t want the entire organization or public to know you’re hiring, especially when replacing a role

They keep losing job applicants to other companies because their too slow to hire (interview and hire relative), therefore they need to reach out to passively open SMEs
Their industry pays less than other industries for the same expertise
Other competitors or the biggest companies can pay and offer more
There’s very few experience SMEs and they need someone to find them and proactive reach out to them
Their geographic market moves too quickly and they keep missing out on hires.
Their competitors can offer a higher compensation

To manage the prospective employee’s expectations, promptly communicate, and be a liaison
Employees based their expectations on working for a company based on their interactions in the hiring process. We are quick communicators, who ask the right questions, manage timelines and expectations so the prospective employee has a positive employee journey before joining the company
We qualify compensation ahead of time, managing compensation expectations
We help negotiate compensation discussions, being a neutral third party so the client/employee relationship doesn’t become an adversarial one

You want us to monitor the market and let you know when exact SME talent is available on the market
i.e. Sales Executives, Traders, Executives (CXO), IT Architects, DevOps, Developers