Our Process

Analyze client-recruiting needs

BINC will assess the needs of the client in order to address any immediate concerns or issues. We take precautions beforehand by conducting interviews with our client by making sure we understand company culture, positioning and overall goals. We are very up front with our clients and make any necessary changes before starting the search.

Define search requirements

We start by creating a compelling job description that is written to attract the best available candidates. We then analyze all of our sources and prioritize them from highest to lowest likelihood of identifying good candidates from them. We ensure that each BINC Search Consultant is educated and up to speed on all searches that are in process, and then we go to work.

Identify candidates

Our number one source is our internal database – composed of 15,000+ software professionals. We know these candidates’ backgrounds, their ideal job opportunities and what stage they are at in their career. Once we utilize our immediate network, we target specified companies that are likely to employ our ideal candidate. We have a team of sourcing professionals on staff that keep our candidate pipeline strong by staying current on job boards, internet, alumni databases, corporate directories, etc.

Pre-qualify candidates

Before a candidate can be submitted, we conduct an in-depth pre-screen. We need to make sure that every candidate we present to our clients knows all about the company and opportunity and is extremely enthusiastic about the new role. We tend to work with those candidates who initially consider our opportunity to be number one on their list. We also make sure that a move to the new company is realistic one and that timing is right.

Present candidates

With every candidate presentation, we include an updated résumé and a unique-to-BINC description of the candidate – this includes candidate expertise, reasons for leaving employers, motivations for new opportunity, availability, salary info/expectations and any additional information that we believe would be helpful in evaluating our candidate. We know our candidates well and are able to answer all additional questions that our clients may have about any given candidate.

Facilitate process

We set up interviews and debrief both client and candidate throughout the entire process. We are continuously discussing possible concerns and working with both sides to get answers to their questions. At any point in the process, if it doesn’t seem like the right fit, we either work to overcome any immediate concerns or communicate the reasons why the fit doesn’t exist, openly and honestly.

Negotiate

We assist in the negotiation of salary, bonuses, benefits, upcoming vacations, start dates, position titles, growth expectations and everything else. We lay out all expectations at the beginning to ensure that nobody is ever surprised or made to feel uneasy at any point in the process.

Assist with candidate resignation

We assist our candidates with the resignation process and educate them on the negatives of considering counter-offers. We will do whatever is necessary to oversee the resignation process and help facilitate the transition to the client company.

Maintain contact through start date and beyond

We want you to be successful and we want to know how you are doing throughout your entire tenure with your new employer. We believe in developing long-term relationships so don't be surprised to hear from us 1 day, 1 month and even 1 year into your new employment.