Our Approach

JJA has developed a rigorous, proprietary retained search methodology called Agile Talent Acquisition (ATA), to simplify and streamline the search and selection process and hold everyone involved accountable for his or her part in keeping the campaign on plan. The outcome of ATA is a dramatic increase in the velocity toward and likelihood of a positive outcome and a great match.

Whether working with a selection committee or a single hiring authority, JJA’s well-defined process codifies every step/sprint of the search, so each constituent has visibility. The search plan sets expectations for pace, selection criteria, shared accountability and produces momentum toward results. By maintaining rigor throughout the process on both sides, the desired result will be reached quicker and with less friction.

The tenets of ATA are: crafting and telling the client’s story, constant calibration, rapid response, iteration and negotiation and driving down the acquisition funnel to the best result. Just as with the Agile/Scrum product development methodology, ATA relies on a series of Sprints that comprise each search campaign:

Commmit To The Plan, The Process And The Result

We always work from a mutually agreed upon Rules of Engagement and a Search Plan. This puts the hiring authority, the extended selection team and the recruiters all on the same side of the net—ATA depends heavily on teamwork and collaboration!

Craft the pitch

We go deep to extract the Requirement, tell the Client’s Story and collateralize the search campaign.

JJA invests the time up front to develop an in-depth understanding of you, your business, the target market, your organization and culture. The outcome of this is the Client Dossier (what often becomes the employer brand) and the Position Description which together comprise the Opportunity Description (OD) along with all of our outreach tools from ePitches to InMails to phone pitch outlines/bullets.

Targeting

Quickly after nailing the pitch, we set our sites and begin the calibration.

We hit our Leader Boards and build a “Central Cast” of the (typically 12-15) resumes and bios of individuals who we believe touch the four corners of the ideal profile. Additionally, we collaborate with the client on the Target Company Matrix (TCM) of companies we intend to recruit from. This enables rapid research and candidate identification to streamline sourcing and recruiting.

Initial Slate

The next level of calibration happens quickly as JJA gathers client feedback from the Central Cast call and quickly perform a limited sprint to identify 2-5 qualified, interested candidates that meet the criteria loosely outlined.

The Lead JJA Partner (think Scrum master) is in the room with the hiring authority when these initial interviews are conducted in rapid succession. This allows us to hear the client deliver the pitch, see where s/he goes deep into the Q&A and most importantly the uncomfortable silences, the pregnant pauses and a lot about the cultural and personality fit. After these initial calibration interviews, JJA and the client negotiate and agree on Critical Selection Criteria for the draft of the Skills Scorecard (ideally 3-4 must-haves and a few Nice-to-haves). In software development parlance, this would drive a Code-Freeze on the OD and TCM.

Multi-channel Acquisition Campaign

From here, the JJA team lights up a campaign across multiple channels with regular status reporting just like in a customer acquisition campaign.

Similar to an online marketing campaign, we drive down the acquisition/conversion funnel with outreach, sourcing and recruiting from: Inventory: vetting our database of 100,000 individuals,Network: we fill 2 out 3 searches with referrals from our trusted sources and through surgical extraction from the Target Companies. We will only present candidates that we believe will make the client’s short list based on a high score on the Skills Scorecard and we feel are a cultural fit.

Selection

Once the client and JJA agree that a set of finalists are at the bottom of the acquisition funnel, we will shift from search into selection mode into final vetting, selection, due diligence, negotiation and closing.

Recall that JJA provides its clients a full year replacement guarantee on every retained search. This doesn’t mean, you’re working with a net, so don’t worry about making a mistake. IT means that JJA will do everything in it s power to not let you make a mistake—or we’ll have to redo the search! This means being an integral part of the final section process and then leveraging our extensive network and research to get confidential, back-channel references beyond those referees submitted by the candidate. We are there shoulder-to-shoulder in the negotiation and closing as one third of our fee is dependent on the conversion!

Closing

JJA provides its clients a full year replacement guarantee on every retained search.

This doesn’t mean, you’re working with a net, so it doesn’t matter if you make a mistake. It means that JJA will do everything in its power to not let you make a mistake. JJA is an integral part of the final section process and we always leverage our extensive network and research to get confidential, back-channel references beyond those referees submitted by the candidate. We are there shoulder-to-shoulder with the client in the negotiation and closing.

Retention

JJA will monitor the fit and the ongoing performance of the placement.

The JJA Partner will check-in periodically with both the client and the placed candidate to ensure the ongoing fit and optimal performance.

Work with career headhunters who know how to deliver the best results in a fraction of the time.