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Three Ways to Find Quality Talent and Help You Avoid Sorting Through Dozens of Resumes

In today’s crowded talent market, with more job openings than candidates to fill them, how’s an Executive to find the right candidate? XecuCoach offers three ways to find quality talent and help you avoid sorting through dozens of resumes.


If you’re among the highest level of group using LinkedIn, you’ve got between 500-999 connections. Many of these are professionals that you know directly and were former vendors, colleagues, employees or managers. These are great resources to find new talent for your team. It’s as easy as posting a link to your job post on LinkedIn or posting the job directly on LinkedIn. If this sounds overwhelming, don’t worry. The recruiting team at your company can quickly help you with this and will be glad you’ve asked to help recruit for your position.

One of the best reasons to do this is because you know best what you’re looking for in a position rather than the recruiter in your company’s human resources department. They know how to source talent but not how to find the best talent for your team. Your insight into the skills, experience and fit are the best there is when it comes to hiring for your team and many times those who have worked with, and for, you know the right kind of candidates to refer to you.


Employee referral programs are great and not just because it gives your team more than one incentive to help source talent. They’re typically rewarded with new hires starting sooner and companies offering either financial bonuses or additional time off to the employee who finds the right candidate that’s hired. According toRecruiter.com, companies who use employee referral programs have a 46% retention rate vs. those who use career sites who have only a 33% retention rate. Those hired through referral programs finish on-boardingand training sooner, starting the new job within 29 days vs. 55 days for those from career sites. Are you curious as to why? They’ve already got an in-house “buddy” in the friend that recruited them, they had insight into the company culture and will have an easier time transitioning into the team because they knew what to expect coming in. Finally, your team will have another potential 300-500 LinkedIn connections per employee that they can tap into for potential candidates.


If you’ve followed the recent market reports ongoldyou’ll know that it’s a good investment these days and has been for some time. The same goes for building a relationship with a solid recruiter or two. Unlike many think, they are not one and done brokers. This is not the E*TRADE of hiring; not that there’s anything wrong with E*TRADE but when it comes to hiring, you need a quality broker that’s in it for the long-term. Recruiters invest time to learn your leadership style, team dynamics, the organization and, of course, the position, in order to find the right skill setandfit. Remember, they don’t get paidsometimes unless the candidate stays for a specific length of time. Don’t know where to start? The first question to ask are if you want an industry specific recruiter or executive recruiter. Up next, are you open to both retained and contingency agreements? Retained recruiters are paid a retainer fee to find you the right candidate and are typically hired for Director and above positions. Contingency recruiters are paid a contingency fee and can be either industry specific (which I recommend) or focus on lower level positions. If you need help finding either, reach out to other executives in your industry or feel free to reach out to me. I’ve got a list of recruiting partners I recommend based on feedback from candidates they’ve placed and executive clients they’ve worked with in the past.


Visit https://www.xecucoach.com/ for more tips!