qualigence v. competitors

Hire Better Talent

Quality of Hire

We take the time to find the right candidate for the right reasons, providing the client full control over the start and stop of the process and taking candidate qualification as far as is determined by the client.

As the search consultant’s source of income depends directly on turning around a quickhire, contingent firms can be hasty to make the placement, causing them to work swiftly and carelessly without assessing the true needs of the candidate and client.

The type of hire within retained recruiting is typically of higher quality, but too often these firms rely on the same resources that every other company has access to, such as LinkedIn or an executive-level rolodex that produces the same pool of candidates being accessed by other organizations.

• Functional areas of expertise in ALL industries, levels, and functions, not just a few • Focus on all types of candidates as the active/passive line blurs • Fortune 500 clients across industries, globally

• Fewer functional areas of strength • Heavy reliance on database sourcing

• ‘Rob Peter to pay Paul’ placement mentality, trading same rolodex of executive-level candidates with each search • Higher cost for search without guarantee of true candidate fit assessments or allegiance to client

Qualigence

Contingent Firms

Retained Firms

Us vs. Our Competitors

Cost per Hire

Qualigence Retained FirmsContingent FirmsA distinct characteristic of contingent firms is the payment plan in which the client only has to pay if there is a hire. While this model may seem cost-effective, the fee is up to 30% of the employee’s first year income and does not come with a guarantee of quality.

Retained firms are based on a process in which much of the cost is due up front prior to the search. Typically the CPH is between 30% and 33% of the employee’s first year salary. The risks of such a model is that the more senior the position, the higher the wages, which means the payment for placing a candidate is extremely high.

A set price structure for recruitment research, recruiting, and executive search services is provided to the client up front, costing significantly less than traditional firms and averaging 13% cost per hire compared to 30-33%.

• Set hourly fee with no hidden cost • Cost not dependent on placement • Serves as unique alternative to costly traditional firms • Average 13% cost per hire • Cost effectiveness puts the client’s needs first, allowing them to find a true fit for each open position without breaking the bank

• Only chase candidates who are likely to be interested • Doesn’t offer market research • Charges for pre-screening • Focuses on short-term intelligence

• Extremely costly placement fees • Quality of candidate not congruent with cost • Focus on speed of turnaround over quality • Lack of allegiance to the client


Sourcing Methods

Qualigence Contingent Retained FirmsQualigence International leverages a proven approach that accurately identifies professionals performing a specific function at targeted companies within any industry and within all sectors on a global scale. This exclusive talent data is provided in comprehensive name generation files, organizational charts, or competitive intelligence reports that cannot be found online. All researchis verified over the phone that-day, guaranteeing the accuracy.

With single-focus methods still in place, most contingent and retained firms are only accessing a fraction of today’s top performers, focusing solely on active database candidates and the same narrow pool of talent being reviewed and placed by competitors time and again.

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• Leverage classic sourcing methods such as telephonic methodology with technological advancements • Access to 100% of the talent pool • Information includes: Company, Individual’s Name, Title, Direct-Dial Phone Number, Location (City/State), Reporting Structure, and Email Address.

• Rely on rolodex of same handful of talent, pass them along from role to role • Heavy reliance on online search, accessing a fraction of the talent pool • Rely on LinkedIn to find talent, reaching out to candidates already being disrupted by recruiters daily • Do not leverage unique phone methodologies to uncover direct organizational chart information per industry and role • Old fashioned techniques, stale databases result in untimely candidate lists • Do not provide all of the sourcing research to the client, less exclusivity and transparency


Recruiting Process

Qualigence Contingent & Retained FirmsWe pride ourselves on a unique approach to recruiting that can’t be found at other search firms and is fully determined by the client. We can be as involved in the process as needed, ranging anywhere from initial candidate conversation, qualification of candidates, and pipeline engagement, all the way to full candidate development and placement.

• Process determined by the client • Hourly Rate structure saves our clients thousands of dollars per placement, with an average of 13.7% cost per hire • Recruiting Consultants employ years of industry-specific knowledge and training with each project, ensuring candidates fully comprehend each opportunity in order to find the best possible fit.

Many contingent and retained firms focus only on one segment of the recruiting process, leaving the client in the dark about the logistics behind each search and costing additional internal or external resources to complete the duration of the search and placement of a hire.

• Extra fees for pre-screening, qualification of candidates • Short-term guarantees on candidates • Only participate in front end of recruiting process • May be outsourcing work to recruitment research firms


Our unique hourly services allow us to stand apart from traditional �rms and o�er exclusive candidate intelligence, providing our client with unique access to top talent that cannot be accessed online.

Rethink your Talent Strategies and uncover only the best talent.

Contact MeStephen LowiszSolutions [email protected]

qualigence v. competitors

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