As talent acquisition specialists, our day-in and day-out job is to constantly have our finger on the pulse of the labour market. We're not re-inventing the wheel when it comes to recruitment and we don't brag about what we do. We are not unique in what we do, but we take pride in "How" we do it.
We listen to our clients needs and commit to find the right candidate, not a pool of applicants. When our clients choose to recruit all level tech professionals including top-level executives, we are here to reduce the time and internal resources needed, and this more often than not leads to faster turnarounds in filling vacancies and increase the company's efficiency.
Working with TA partners and specialised recruitment consultants means that you have access to the best talent available, including candidates active and passive candidates.
At Career Matchbox we love to listen. We aim to recruit the most appropriate talent, with the certainty that they not only have the skills for the job, but also fit the company culture. We invest resources and time in developing an extensive network of qualified talent and connections with them. Many may doubt the benefits of working with specialised recruiters or headhunters and the reality is -
there is an entire market out there and we can see "the good, the bad and the ugly", however, what some of our customers highlighted is that we should look at the real value of bad hiring, which many companies underestimate.
We are all aware that professionals that are much in demand are not the kind of candidates who spend their time scanning job boards for vacancies. To find the right candidate for a leadership position, the right connections and reputation are needed to induce high-achievers to consider a new opportunity, a new organization. We specialise in these searches and dedicate time to networking and cast a wide net and reach candidates who may not know of the position.
Many of our clients come with specific technical requirements for a position may have difficulty recruiting candidates who meet their requirements and by reaching out in parallel with their internal recruitment initiatives, they have increased chance of attracting qualified candidates in a shorter time.