Travers Search

Profiling the open position is important to us, the visible section of the iceberg is your speculative success only website job description. The reason to hire is the 2/3rds below the water line which comes from discussions with others in the hiring process.

This is important to us both, there must be some desire to hire, an FTE approval agreed in principle in the budget or in place. We hate the word talent, good candidates are not an act in a show. They like the hiring manager have business commitments, schedules can be managed with success.

Salaries are a limiting factor, there are boundaries which is why we prefer to present candidates who have wiggle room for an exceptional performance bonus and normal pay rises. It is a big factor in your hires having a average tenure post-hire of 4yrs plus.

Job descriptions are often created that require candidates to have certain qualifications. Understood, yet typical hiring requirements sometimes exclude those whose metrics, experience or qualifications may be lacking. Time and again we have placed candidates who have the “right stuff” and best cultural fit over the one with the perfectly matching resume.

Candidates today demand a more humanised experience including good or bad interview feedback. Hiring teams need to know progress, changes in candidate status and support at the offer and onboarding stage. This can only come through good and timely communications.

We flex to your process, some companies want upload, update and applicant system input. Others communication by emails or in rare cases formal in-person meetings to review C-level paper document submissions to maintain confidentiality.

Tier 1, Tier 2, Tier 3 and off-highway manufacturers. Roles usually R&D or special project related, application engineering and global/regional roles.

IT, M2M, Sensors, Telecommunications and Wi-Fi typically in the project management R&D and sales areas.