Employer FAQs

Strategic Search Solutions strives to establish lasting and trusting relationships with our Clients. We do this by developing and maintaining a dialog that treats Clients as the professionals they are. We make the effort not simply to listen to your needs and requirements but to truly understand your business. This enables us to find more than just a new hire, but the perfect match for your sales team.


Our Commitment to you, The Client

  • We won’t “shot gun” paper. Each and every resume submitted is the result of our due diligence – providing the best qualified candidates available to match a client’s needs.
  • We make every effort to support and assist hiring managers throughout the search process. Including, but not limited to: interview scheduling, travel coordination and reference checks.
  • We believe in transparency and honesty. If we are having a problem with a search, we will let you know. If we receive any feedback relative to the client or position, we will let you know it.
  • And our three most important rules:
    1. Communication
    2. Communication
    3. Communication

What types of roles do you fill?

Strategic Search Solutions is a full-service staffing company, and we handle positions in sales, sales management and business development. By having a broad base of applicants, as well as various recruiting resources, we can meet your needs in most areas of your business.

Do you require a retainer fee to engage your services?

Strategic Search Solutions is a contingency search firm. Meaning, we only invoice when you find the right candidate and make a hire.

What is the process for finding employees through Strategic Search Solutions?

Our research and recruitment efforts begin immediately. Strategic Search Solutions tailors each search to the specific needs of our clients – qualifying the characteristics of each position to be filled. Clear communication with decision makers helps us gain a full understanding of your business and internal culture.

  • Develop Client Message – We begin by securing knowledge and understanding of company history, corporate culture, market position, organizational structure and value proposition.
  • Product Specification – After accessing our client’s needs, we develop an in-depth description of duties/responsibilities, compensation structure/package and profile of the ideal candidate.
  • Formulate the Search Strategy – We develop a list of target companies from which we will most likely find appropriate candidates. These sources include networking with industry contacts, executive-level resources, database and original sourcing calls.
  • Candidate Interviews & Assessment – After our research and sourcing efforts to identify the best candidates, we interview them, determine their level of interest, and evaluate their qualifications and personal suitability.
  • Candidate Presentation – A short list of only the candidates best suited to the position are presented for client interviews.
  • Client Interviews and Assessment – We coordinate and manage the logistics of the interviews, debrief with clients & candidates – resolving any open issues or concerns and offer interactive consultation with the client to narrow short list to finalists.
  • Going to Offer
    • Assist in setting and negotiating base salary, bonus and stock options.
    • Reconfirm compensation criteria, revisit counteroffer and start-date availability.
    • Confirm the candidate’s commitment to opportunity to ensure the extended offer will result in acceptance.
  • After the Offer
    • Obtain the signed offer letter from the candidate.
    • Guide and support the candidate through the resignation process.
    • Provide onboarding advice and support to the client as well as a post-start evaluation and candidate feedback.

How long will it take to have an employee onboard?

In general, most searches wrap up within 45-60 days. However, the time frame for successfully filling any role depends greatly on a handful of different factors:

  • What type of role is being filled and how specific are the search requirements?
  • How extensive is the client’s internal hiring process?
  • Are candidates required to interview with specific executives? If so, does their schedule allow them to be easily available to interview candidates? Are there travel and/or time zone considerations to be made? Is there any mandatory aptitude testing required?
  • What is the timing of the search like? During the interview process, will candidates or your employees be faced with end-of-quarter deadlines? Are there any major holidays coming up?