Our Process

An effective people strategy will include a significant proportion of “core staff” or permanent, long-term employees. But managers should not overlook the benefit of optimizing the balance between core and augmented staff, sometimes called “contract staff” or “contractors”.
Too many core staff and you wind up with salaries and benefits that you don’t need during slow periods. You sacrifice profit or deal with the demoralizing task of laying off excess staff.
Too much reliance on engineering/technical staff augmentation, and people who are central to your core competency may leave during slow periods.

During a candidate’s initial interview, we capture as much about his or her experience, goals, and attitude as possible. We go beyond the resume to invest time with the applicant, because there’s only so much a job description can say.

An effective people strategy will include a significant proportion of “core staff” or permanent, long-term employees. But managers should not overlook the benefit of optimizing the balance between core and augmented staff, sometimes called “contract staff” or “contractors”.
Too many core staff and you wind up with salaries and benefits that you don’t need during slow periods. You sacrifice profit or deal with the demoralizing task of laying off excess staff.
Too much reliance on engineering/technical staff augmentation, and people who are central to your core competency may leave during slow periods.

Our assessments allow us to test hard skills such as proficiency with key software tools as well as behavioral traits and work styles. We require all applicants to provide their employment history with a minimum of two positive business-related references. Once verified by SRS Worldwide, these references can identify past workplace behaviors and tendencies that help us determine ideal workplace environments for each individual. At client request we can also conduct full background and chemical screening.