"80% of the market is not looking, getting to these people first is the difference in being a good recruiter and a great one. It also represents the difference between hiring good people and great people."

Colosi Difference

“Flat” firm Service Model

  • Search conducted by senior professionals who know your team and the subject matter.
  • Inappropriate candidates are eliminated early on.
  • We scale our resources to meet your needs, yet devote full attention to retained assignments.

Targeted but extensive network

  • We take advantage of social networks and professional networks (e.g., Financial Women’s Association, Financial Executives International, Institute of Internal Auditors) to identify and cross-reference potential candidates.

Credibility

  • Credibility with the client team and with active or passive candidates shortens the search.
  • Our clients engage us repeatedly. We’ve known our hiring manager clients for many years.

Marketing Expertise

  • We transform the position profile from a “requirements-only,” vanilla-job description into a marketing document that attracts top talent.
  • We understand how candidates are motivated in ever-changing markets.

Client Branding

  • Postitive branding of your company is a by-product of our networking and recruiting efforts.

Negotiating

  • The hiring process is an emotional purchasing and selling time for all parties.
  • We discover the “positions” and underlying “interests” of the parties early to ensure a successful hire.

Risk Reduction

  • We reduce the risk of a costly “mis-hire.”

    • From Geoff Smart and Randy Street’s book “Who” subtitle: “The A-Method for Hiring”:

“According to studies we’ve done with our clients, the average hiring mistake costs fifteen times an employee’s base salary in hard costs and productivity losses. Think about it: a single hiring blunder on a $100,000 employee can cost a company $1.5 million or more.”

Unique Process

  • Our value is in our Accomplishments Questions process, designed to disqualify inappropriate candidates.

Market Feedback

  • We share current market knowledge (e.g., compensation trends, candidate interests and motivations in the changing marketplace).