Here is the back-grounder for StackSurfers. My personal bio is located here.
Where we recruit:
Primarily we provide staffing in the Bay Area, and have done so for the past 14 years. However, we have also recruited in New York, Texas, Southern California, Raleigh (RTP) and Vermont. Location isn't a stopping point for us. It's very easy to understand commuting logistics, and favorable places to source in & around the target city, within a few hours time.
Who we recruit:
80% of our recruiting has been Technical; developers of every description, UX / UI, unix/windows sys ads, QA, project/program managers, business/data/web/systems analysts, etc. 20% has been HR, Marketing, Finance, information security and compliance niches such as SOX, ITIL and HIPAA.
Our client history:
Client history includes walmart.com, salesforce.com, dealer.com, atypon, shipwire, cnet, wells fargo, blue shield of california, blackrock / barclays global and a host of startups. I have personally built out the entire recruiting department, including process, infrastructure and tools, for 3 startups.
Our business model:
We offer both Permanent (retained or contingent) placement services as well as Contract Staffing.
Our Contractor benefits:
We provide full medical and dental coverage, 401K and other benefits to our contractors.
Our strongest skills:
-Working with hiring managers and qualifying exactly what they want
-"marrying" a client to the point of being able to recruit off of a 1 sentence job description if necessary.
-Deep technical understanding. I have both a strong systems/networking and web development background.
-Marketing our client's interests in evocative ways that entice the best candidates.
-We invest over $30K / year in advanced recruiting tools that allow us to find candidates that others can't.
Our typical hiring metrics:
For contract placements we have the first candidate submitted within 4 hours of the requirement being released. 2 more candidates are submitted within the next 8-12 business hours.
For permanent roles we submit our first candidate within 72 hours followed by 1-2 more candidates within another 72 hour period.
SUBMITTAL TO HIRE RATIOS:
With direct access to Hiring Manager: 3 candidates submitted, 2 interviews, 1 hire
With no Hiring Manager access (managed service provider model): 5 candidates submitted, 3 interviews, 1 hire.
We've never had a permanent hire leave within 120 of their start date and have only had to walk 2 contractors off a client site in 14 years. Out of the hundreds of hires we've made that speaks volumes.