Our Process //

People often ask us, "What is your process for finding such great marketers to work with your clients?" For us, it's difficult to use the word 'process' to define what is essentially an ability to network and find top notch talent. But it's a great question, as it is certainly an integral part of the way we do business and has contributed tremendously to the level of service we provide.

If anything, it's been an 'evolutionary process'. In our early years, we only brought on people we knew both personally and professionally. As our business has grown, we have maintained that approach and continue to hire based on referrals from current employees and from various associates within our client base. Our people not only have glowing resumes full of varied and exciting skill sets, but they also come with the recommendation of a trusted associate. This gives us a tremendous amount of comfort, since providing the best people is pivotal in exceeding the goals of our clients and making a noticeable difference in the quality of marketing organizations.

Of course, part of this 'evolutionary process' is receiving resumes and referrals from a variety of other sources, including our website, networking events, and even our company name in the phone book. But we meet each and every one of them. We spend time with them and put them through a rigorous interview process. And we check every single reference. Only when we are comfortable with a new candidate will we forward their resume to a client for consideration.

Suffice it to say, we will never manage our business through a massive database of nameless, faceless candidates. Regardless of how we find top marketers, we always recognize that this is a relationship business, and we take pride in our ability to know people intimately and to have a full understanding of their capabilities and working styles.

Below is a summary of our '3 Sources of Talent'.

Staffing Consideration Model

Companies need to carefully evaluate their needs when faced with short term absenteeism or overall staffing shortfalls, with particular consideration toward the type of work that needs to be offloaded to an external source compared to those tasks that can be temporarily reassigned internally. 

Weigh the span, significance and scope of the project with the skill level needed, then evaluate whether external resources are required, or just an internal solve.