Client Services

We Offer

Retained / Engaged / Exclusive Contingency Search | Permanent Placement

Interim Leadership Solutions | Short-Term Assignments

We Agree

“The team with the best talent wins.”
–Jack Welch

Saddlebrook Associates’ 7-Step Rockstar Performer Delivery System

The Process

Deep Dive

Market Excursion

Wide Net

Narrow Catch

Safety Net

Safe Harbor

Planting the Flag

Deep Dive

Market Excursion

Wide Net

Narrow Catch

Safety Net

Safe Harbor

Planting the Flag

Step 1: Deep Dive

We work with the primary hiring manager and key stakeholders to understand the implications of the position being open or the wrong candidate hired. We co-develop your Employer Value Proposition by interviewing key stakeholders and top performers to synthesize your organization’s DNA, establish success markers for the position, and create a performance scorecard to set expectations for the hire. We produce testimonial videos of your top performers to attract DNA-matched, top-performing talent to the opportunity and mutually develop a 360° messaging strategy.

Step 2: Market Excursion

We leverage automated database-building processes to create direct pipelines to the national talent market currently in the role you’re seeking to fill, narrowing in on DNA-matched candidates, including top talent not actively seeking a new job and therefore not reached by active candidate-sourcing strategies.

Step 3: Wide Net

We deploy a national outreach campaign carrying the message of your organization’s vision, strengths, and the opportunity utilizing a multi-faceted, 24/7 inbound/outbound recruitment campaign, including email, LinkedIn messaging, advertising, personalized videos, direct mail, cold calls, and referrals. Based on our track record of building credibility and trust in the healthcare market, these lead-generation strategies will ultimately garner a viable pool of interested applicants, including top performers currently working for the competition.

Step 4: Narrow Catch

We filter potential candidates through assessment interviews based on key qualification criteria, netting top performers for your interview short list. Each candidate submission is accompanied by an executive summary; modern, quantified resume; and confidential candidate brief (CCB) in which the candidate self-describes their match to the opportunity, with preliminary references and on-demand video interviews to follow.

Step 5: Safety Net

We co-develop with you a bulletproof interview process to de-risk the hire by designing a scorecard system, competency and DNA interviews, and simulation “sandbox” interviews unique to the open position.

Step 6: Safe Harbor

To eliminate ghosting, we guide a reference check and social media review process to create additional assurances that the candidate(s) you’re narrowing in on are the same as the person who shows up for work! This assurance will translate into an offer that speaks directly to the candidate’s proven strengths, allowing you to package a comprehensive, irresistible offer beyond compensation that complements the candidate’s overall career path. We can also administer the globally recognized Multi-Health System EQ-i 2.0 emotional intelligence assessment to help evaluate finalist candidates’ fit to the vision & mission of the role.

Step 7: Planting the Flag

We co-design a relevant onboarding process and conduct informal interviews with your newly hired Rockstar performer at 30/90/180/365 days to ensure established performance milestones are being met or exceeded.

Our

Promise

N

You will have an accountable search team dedicated to the fulfillment of your open positions.

N

You will have an accountable search team dedicated to the fulfillment of your open positions.

N

You will have a revamp of your Employer Value Proposition (EVP) for the role, department, and/or organization for use in any future search that offers candidates a timely and transparent view of your organization, minimizing turndowns by offering top performers a compelling opportunity they won’t get elsewhere.

N

You will receive quantified resumes that clearly point to competencies, career accomplishments, and the candidate’s style and brand.

N

You will have a Confidential Candidate Brief (CCB) that goes deeper than a resume and enriches the candidate experience by having the candidate share their specific competency and DNA match to the opportunity and invests them in your EVP prior to their first interview.

N

You will have on-demand video interviews should you want to assess each candidate’s executive presence while also comparing them to other candidates on the short list.

N

Finalist candidates can be additionally vetted with Multi-Health System’s EQ-i 2.0 emotional intelligence assessment.

N

You will have front-door and back-door references, assuring a 360° view of the candidate’s character and contributions.

N

Your current internal and external recruitment partners can continue to submit qualified candidates for inclusion in Saddlebrook Associates’ vetting process. External partners will be eligible for a commission split. Saddlebrook reserves the right to accept or decline external split partners based on alignment of professional practices and standards.