Client Services
Your most effective relationship with a recruiter is realized when they become a true extension of you, your department and your company. Since they are the front line of communication between you and the market, you will get the best results when your recruiter understands the “Why?” behind the “What” that you are looking for and can act as a true partner in overcoming common challenges that hiring managers face.
Needs Assessment
Avoid starting off on the wrong foot on the new position you are hiring for. Make sure you are focusing on the work you NEED to be performed versus what you WANT to see on the resume.
Interviewing
Negotiations
Best to start negotiating at the beginning of the interview process, not the end. You’ll avoid most unpleasant surprises by talking money early and often.
Market Knowledge
It’s much easier to conduct a search when you have a solid understanding of what you can get at what price. Even better if you’re aware how your company and opportunity compares to others.
Employee Retention
Are you winning or losing in the ongoing war for talent? Hiring a great new employee is only half the battle, holding on to them is a completely different challenge.
Finance & Accounting Hiring Manager Testimonials
It was a pleasure working with Jennifer Silveira – I really appreciate recruiters who understand what we are looking for and provide viable candidates.
Internal Audit Director
$4 billion E&P company
Alix was the Account Manager for an Executive Search Firm while I was at Gexa and was responsible for facilitating the hiring of contract and full-time Accounting employees. Alix is always so much fun to work with because of her positive and upbeat attitude. She has a wealth of knowledge in her field and makes it her goal to make the hiring process as smooth as possible. She is always quick to respond and consistently goes that extra mile to make sure her clients are satisfied with the candidates who are submitted. I would happily recommend her to anyone looking to find exceptional talent for their organization!
Meagan M.
HR
Working with Jennifer Drake is a refreshing experience, both as a candidate and a client. Jennifer is excellent at guiding the candidate through the entire process, including offering valuable tips and potential Q&A’s for the interview and beyond. From the client perspective now, Jennifer continues to find the “right” individuals to fit our company’s growth needs.
Private E&P Company
Corporate Controller
Tim’s wisdom and practical approach are priceless when it comes to career choices. While the details are key, Tim helps you see what’s truly important when it comes to making decisions from both the candidate and the hiring manager’s point of view. He’s personable, delivers excellent value, is trustworthy, and creative.
Ale V.
KPMG alum
I gladly recommend Tim as an excellent recruiter of finance and accounting professionals. Tim takes the time to get to know hiring managers, company culture and key details of position openings so that he can recommend the best candidates. He is then selective in the candidates put forth for consideration. Tim is responsive though deliberate in finding highly qualified candidates to fill even the toughest position openings.
Bryce T.
Halliburton
I have worked with The Talance Group as both a hiring manager and a candidate and have been consistently pleased with the impressive results. Their team found the ideal opportunity for me and have placed several excellent candidates in my departments over the years. I truly value the customer service and care they take to ensure the best fit possible.
James M.
Corporate Controller, MAXXAM (D&T alum)
I’ve worked with Doug and Jeff for several years in my volunteer role as the career service director for Financial Executive International chapter here in Houston. Talance Group professionals exemplify the key success factors in a long term recruiter relationship. They have integrity and develop a deep understanding of both the candidate and client needs before making an introduction. Several of our members used this firm with success. At our company and for FEI, Talance Group is on our short list of firms we will use for mid to upper level searches assignments.
Eric K.
CFO HydroChem Industrial Services, Inc.
Jennifer is extremely knowledgeable about the accounting/finance industry and is passionate about finding the perfect position for candidates. My experience with Jennifer was above and beyond. I highly recommend Jennifer Silveira and the Talance Group.
Eric S.
Ex. Big4
IT Hiring Manager Testimonials
Gary has provided me with a great pool of talent. He listens well to what my needs are and then strives to bring candidates that meet those needs. He is very good at pre-screening candidates before they ever make their way to me which saves me a great deal of time. I am very pleased with the resources that Talance has provided. Gary also makes it easy to square the contractual process away quickly and efficiently.
Kristy J.
PMO and Energy SME
Angie is a professional recruiter who is personable and provided us with candidates who were well qualified and suited for the role. I truly enjoyed working with her and look forward to doing so again!
Erin A.
PHR
I have worked with Angie for many years and she has always provided incredible results and customer service. She delivers on everything she promises and has been extremely flexible with my ever changing needs as an employer. Angie is awesome and she will always give you 200%!
Joetta O.
SPHR
I had the pleasure of working with Angie for about 16-18 months on a wide variety of IT roles for Weatherford. She always offered sound candidates, expert guidance, and honest feedback. More than this though – Angie has a fierce drive that she is going to do whatever it takes to deliver the right candidates for the right needs at the right time. Simply put – she has the guts to deliver where most will fall.
David L.
Global Recruiting Analytics Leader at Weatherford
I have worked with Angie for the past few months and she has been a pleasure to work with. Angie is very responsive and on top of everything. She recruits and provides qualified candidates successfully.
Fazzarna R.
Gary is a tremendously talented account manager and recruiter – and dons both hats brilliantly. He is incredibly sharp and has a keen sense in and around the technology industry, and acts as a true business partner for key client stakeholders. His dedication to providing quality candidates to his clients is unmatched and he truly builds strong relationships with his clients and candidates alike. It’s a great experienced working with him and he makes the entire process transparent so there is a mutual trust and alignment on both sides. Not to mention he’s a straight shooter with a great sense of humor! Something I truly value in recruiting professionals. If you have a chance to work with Gary, go for it!
Katie C.
Technical Recruiter at Quantlab Financial
Angie is a detail-oriented manager; while working, she did not lose sight of her core objective to get a deal/sale and still delivered the best value for my corporate Database group needs.
George M.
IT Manager
Gary has been a great resource for us and has been very successful in helping us staff our highly technical IT positions. He works with the client to gain a good understanding of the key competencies of the position and thoroughly screens applicants prior to submitting resumes. As a client with a limited amount of time, Gary’s expertise and ability to be thorough helps our staffing process move quickly.
Gregory A.
SPHR
[vc_section][vc_row css=”.vc_custom_1556227582305{padding-top: 50px !important;padding-bottom: 30px !important;}”][vc_column css=”.vc_custom_1558453575188{padding-right: 60px !important;}” el_id=”mobile-p0″ offset=”vc_col-lg-8″][vc_column_text]Your most effective relationship with a recruiter is realized when they become a true extension of you, your department and your company. Since they are the front line of communication between you and the market, you will get the best results when your recruiter understands the “Why?” behind the “What” that you are looking for and can act as a true partner in overcoming common challenges that hiring managers face.[/vc_column_text][/vc_column][vc_column offset=”vc_col-lg-4″][vc_column_text]
At Talance, we focus on delivering the highest level of quality service and finding the right fit for you.
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Needs Assessment
[/vc_column_text][vc_column_text]Avoid starting off on the wrong foot on the new position you are hiring for. Make sure you are focusing on the work you NEED to be performed versus what you WANT to see on the resume.[/vc_column_text][cpl_btn text=”More Tips” type=”circle_arrow” header=”Needs Assessment” id=”assessment”]Education and experience can be important, but not as important as one’s ability to do the job that is needed. Everyone knows someone who is excellent at their job despite lacking the normal qualifications. Everyone also knows someone who looked perfect on paper but ended up failing miserably on the job. In the end, every hiring manager would prefer to hire someone who can knock it out of the park, regardless of their background.
Determine what you want accomplished, what problems need solved, what metrics need met, what internal relationships need developed in order to get the job done well. The more specific and time-based, the better. Ask yourself:
- What part of this job, if not handled properly, will cause the most problems?
- What are the talents/qualities of other star performers in your department? What did they do that made them so successful while others failed?
- What are some of the major problems or issues facing your group in the next 6-12 months?
- Hypothetically, if one year from now, this employee you hired has ended up actually exceeding your expectations – what will he/she have done?
You are defining what superior performance looks like, so that you can better identify it in someone. Look for people who have actually accomplished something similar to what you need and you will hire much more effectively.[/cpl_btn][/vc_column][/vc_row][vc_row css=”.vc_custom_1556913873950{padding-top: 70px !important;}”][vc_column offset=”vc_col-lg-6″][vc_column_text]
Interviewing
[/vc_column_text][vc_column_text]Would you like your hiring success rate to increase 50%? Focus on what you want accomplished and steer clear of any vague questions.[/vc_column_text][cpl_btn text=”More Tips” type=”circle_arrow” header=”Interviewing” id=”interviewing”]Hiring is always a bit dicey because you are dealing with humans and things don’t turn out the way you think. BUT… many hiring managers can increase their hiring effectiveness 50% by asking questions a different way. Don’t ask vague questions like “What are your greatest strengths?” or “What is your most significant accomplishment?” People have many numerous skills and achievements, and you’ll risk passing on someone ideal because they chose the wrong example.
Interviews don’t last long, so take advantage of this precious limited time talking specifically about what you need accomplished in the role and why. Instead of opening with a vague question like “Tell me about yourself”, start immediately talking about the problems, the situations, the most important things that need to be accomplished in the role and ask the candidate to describe a time they have done or overcome something similar. Ask for examples and drill down into specifics.
Surprisingly, a candidate’s ability to answer traditional vague interview questions well has very little to do with their ability to perform on the job. Candidates that have stellar resumes but are poor performers will melt when you ask for specific examples and peel back the onion a bit with follow up questions. Exceptional candidates who are star performers but not necessarily the best interviewers will shine under this line of questioning.[/cpl_btn][/vc_column][vc_column offset=”vc_col-lg-6″][vc_single_image image=”194″ img_size=”full” el_class=”right-image”][/vc_column][/vc_row][vc_row css=”.vc_custom_1556913879327{padding-top: 70px !important;}”][vc_column offset=”vc_col-lg-6″][vc_single_image image=”193″ img_size=”full” el_class=”left-image”][/vc_column][vc_column offset=”vc_col-lg-6″][vc_column_text]
Negotiations
[/vc_column_text][vc_column_text]Best to start negotiating at the beginning of the interview process, not the end. You’ll avoid most unpleasant surprises by talking money early and often.[/vc_column_text][cpl_btn text=”More Tips” type=”circle_arrow” header=”Negotiations” id=”negotiations”]Have you ever had an offer rejected by a candidate and had no idea of the reason behind it? Would you find it helpful to know how the candidate will answer BEFORE a formal offer is made?
When working with a good recruiter, this insider’s knowledge is one of the benefits you should expect. They should be having numerous preliminary money discussions with the candidate during each step of the hiring process (vs. waiting until the end) to better manage everyone’s compensation expectations and identify the major hurdles to an accepted offer. Weak recruiters avoid these questions because candidates prefer not to divulge this information, usually due to a lack of trust, and the parties find out at the end of the process that they were miles apart.
An experienced recruiter who is looking out for both the candidate’s and the company’s best interests can gain the level of trust needed at the beginning of the process. Knowing each side’s starting point allows them to slowly work towards a win/win situation for everyone.[/cpl_btn][/vc_column][/vc_row][vc_row css=”.vc_custom_1556913884502{padding-top: 70px !important;}”][vc_column offset=”vc_col-lg-6″][vc_column_text]
Market Knowledge
[/vc_column_text][vc_column_text]It’s much easier to conduct a search when you have a solid understanding of what you can get at what price. Even better if you’re aware how your company and opportunity compares to others.[/vc_column_text][cpl_btn text=”More Tips” type=”circle_arrow” header=”Market Knowledge” id=”market”]Market knowledge is key to making informed decisions on compensation packages, strategic needs assessments and even interviewing. Since recruiters spend countless hours meeting with both candidates and hiring managers, they have a wealth of knowledge in essential areas, including:
Compensation – We can share what candidates are currently earning as well as pay trends, such as competitors’ willingness to pay sign-on bonuses, spot bonuses or award restricted stock grants.
Competitive Intelligence – In-depth insight into how your competitors are dealing with similar problems and issues you are facing such as systems, compensation, recruiting and retention.
Current Events – Trends in your industry including who is new, who is growing and who is having trouble.[/cpl_btn][/vc_column][vc_column offset=”vc_col-lg-6″][vc_single_image image=”191″ img_size=”full” el_class=”right-image”][/vc_column][/vc_row][vc_row css=”.vc_custom_1556913889834{padding-top: 70px !important;}”][vc_column offset=”vc_col-lg-6″][vc_single_image image=”196″ img_size=”full” el_class=”left-image”][/vc_column][vc_column offset=”vc_col-lg-6″][vc_column_text]
Employee Retention
[/vc_column_text][vc_column_text]Are you winning or losing in the ongoing war for talent? Hiring a great new employee is only half the battle, holding on to them is a completely different challenge.[/vc_column_text][cpl_btn text=”More Tips” type=”circle_arrow” header=”Employee Retention” id=”employee”]The most important thing to remember is that people are no longer loyal to their company, but they can be fiercely loyal to their boss or their team. People will stay in a bad or failing company if they love their boss, and will leave an excellent job at a great company if their boss is a jerk. That gives you a lot of control – you just have to be a great boss! Showing genuine appreciation and interest in them goes a long way.
A good recruiter always spends a substantial amount of time up front with a candidate going through their job history. Asking both why they left this particular job and also what attracted them to the next one, drilling down and truly understanding what was going through their head. This exercise tells a tremendous amount as people’s careers usually follow a pattern and you have a blueprint on what you need to do to keep them.[/cpl_btn][/vc_column][/vc_row][vc_row cpl_bs_classes=”text-center” css=”.vc_custom_1556227724428{padding-top: 50px !important;}”][vc_column][cpl_btn text=”Find Talent” url=”url:http%3A%2F%2Ftalancedev.wpengine.com%2Ffind-talent%2F|title:Talent||” type=”block”]
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Finance & Accounting Hiring Manager Testimonials
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IT Hiring Manager Testimonials
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