Systematic search process for IBM i professionals, covering brief (role analysis and selling), source (targeted candidate sourcing since 1998), assess (personal candidate interviews), interview (feedback and preparation), and offer (negotiation and onboarding), plus company background, methodology, and contact information.
FOR IBM i PROFESSIONALS · DIRECT HIRE & CONTRACT, NATIONWIDE
We have a systematic approach to all of our searches, and it yields results.
It's simple: we have open discussions with you.
We learn about your organization — its people, its culture, and the vision for IT — then tap into our network and follow through with an in-depth screening of every candidate. We've run every search this way since 1998. Here's what happens after you brief us.
1 · Brief
We start with your reality, not a job description.
We conduct an in-depth analysis of the position specifications and gather the requirements with you: the stack, the ERP, the shape of the team, the retirement horizon nobody has written down.
We're also learning what makes the role worth taking; The brief has to sell the company to the person you most want to hire, not merely describe the job. Thirty minutes with the hiring manager tells us more than any job request.
2 · Source
Careful planning lets us source and target the most qualified candidates rather than the most available ones.
We integrate industry resources, web communities, and proven engagement techniques, and we've been covering this market since 1998, supported by an extensive database of candidates and companies built over that time.
We recruit locally, regionally, and nationally, and we reach the people who aren't on job boards but take our calls.
3 · Assess
No algorithms here. We speak with every candidate.
This is the most important step in the process. We assess candidates just like you do: by having thoughtful, open, and honest conversations about skills, motivation, and fit. We're testing for the thing a résumé can't show: whether they can carry your codebase forward.
If you're the candidate — this is where we ask what you actually want next, and tell you honestly whether this role is it.
4 · Interview
We prepare both sides, then get out of the way.
Throughout the interview process we provide complete and honest feedback along with tailored advice, in both directions and unfiltered. That is what makes the hiring transition smooth and seamless rather than stop-start. No black holes.
Candidates hear where they stand — every time.
5 · Offer
We consult and play an active role in the negotiation.
This includes all elements of an employment offer: compensation, start date, and the details that quietly decide whether someone says yes.
We stay involved through acceptance and onboarding to make sure the selected candidate gets hired, and stays hired. And if we think an offer won't stick, we'll say so before you make it.
"We are very impressed with the questions you asked — you clearly understand what we're trying to build."
Director, Information Technology · [VERIFY: descriptor + exact wording]
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