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Our Process

The Search Process... way outside the box

Each search is unique and evolves as the process progresses from step to step. We do not try to fit a square peg in a round hole. We listen to what the candidate and client’s desires are, and the position is tailored to the ideal candidate. S.A. Traut clients may have black and white processes in place that can hinder the successful recruiting of passive talent. They request S.A. Traut to strategize outside the box and manipulate their gray areas in order to hire phenomenal candidates. We believe in enhancing a candidate’s career and life. Some client position openings that were successfully filled by S.A. Traut remained open for 6 months to 4 years prior to S.A. Traut being retained. We create the old win/win relationship for both client and candidate. The following are the steps to our innovative and detailed “PROGRAM MANAGEMENT RECRUITING” search service…

 

1 Meet personally with client and key interview players to develop a team approach and trust.
2 Develop job description and search criteria: technical qualifications, education, personality, client’s wants and desires.
3 Learn about the client’s culture, team, history, present and future. The battle is won in the planning. We become an ambassador of the client, confidentially representing them in the marketplace. We develop a close partnership.
4 Develop a target/sourcing list of passive candidates, companies, etc. within which to recruit. We recruit the best talent who is presently employed and content where they are. Our candidates are astute enough to recognize an opportunity for enhancement and challenge when it comes knocking. S.A. Traut Associates has identified the top national talent in diverse industries and entice them to join our clients. We do not advertise or rely on a database of mediocre candidates.
5 We recruit candidates mostly in the evenings or on weekends, not during prime work hours. We respect their time and the fact that they have a job to do. Candidates are more relaxed and more open minded to listening when at home. It is a very confidential process.
6 We screen candidates around the globe initially by phone or video Skype over several conversations.
7 We test candidates to see if they are interested and sincerely serious about the opportunity:
a) They need to email their resume/CV.
b) They need to call us at specific times to show they are taking the initiative.
We involve the candidate’s spouse as well (if necessary). It is a “Life” move, not merely a career move.
8 We meet only the most qualified candidates face to face…early morning meetings, after work, on weekends. Passive candidates have busy schedules and we respect that. We will drive to them initially to accommodate their schedules.
9 We ideally present 1 to 3 candidates per position opening who are not only technically qualified, but who also possess terrific people skills which will complement the client’s culture. They are the best of the best.
10 We email these candidates’ resumes to the client’s attention for evaluation and feedback.
11 We coordinate the interview process and scheduling with the interview players. We form an interview team if necessary. At times. we will sit in on client-candidate interviews.
12 We receive post-interview feedback from both client and candidate.
13 We coordinate other interviews if necessary.
14 We thoroughly check 3 to 5 references and conduct background checks if necessary.
15 We negotiate the pre-offer process. We know what terms it will take for the candidate to accept an offer.
16 We extend a verbal offer and receive a verbal acceptance 90% of the time. The other 10% of the time, an offer will be emailed to the candidate ideally on Friday PM with the candidate’s decision to be made by Sunday PM.
17 If necessary, we draft the confirmation or offer letters using the client template.
18 We counsel the candidate how to resign, why counteroffers should not be accepted and various related HR policies and procedures.
19 We stay in touch with the candidate up until his/her first day of work. At times, we’ll send a welcome basket to the new employee’s home for the family. We coordinate getting movers, Realtors, Visas, etc. if necessary for employees to transition easily to our clients. Will provide them with a list of cities to live in; public school testing scores, city crime stats, best pediatricians in the area and so much more…our “white glove service” as one client dubbed it. Another called it “full concierge.”
20 We coordinate, implement and manage the On-boarding process for all new employees resulting in a very smooth and fun transition.

What Clients said

Don Basile, Managing Director

Stuart Trautenberg was Raza Foundries' ace recruiter building several pre-IPO start-ups for us. I recall that each start-up invited Stu to stay on as VP, Human Resources. Stu once hired 66 new employees in 3.5 days. He saved Raza Foundries over $2 million in recruiting fees.

Don Basile, Managing Director Raza Foundries

The fact that S.A. Traut Associates has successfully hired 20 personnel in the last 15 months throughout the United States speaks for itself.  More importantly, they have all worked out very well and proven to be strategic hires.

Edward J. Rogan, P.E., VP Woodward-Clyde International
Edward J. Rogan, P.E., VP

Don Basile, CEO

Stuart was my go to guy when difficult start-ups needed to be staffed up.  I had him work side by side, in house, with my most challenging CEOs.  Time and time again, Stuart was successful in building our Pre-IPO start-ups in an Incubator VC setting, whether the technology was optical networking, storage, last mile or QOS.

Don Basile, CEO Violin Memory