Our process is simple and thoughtful.

Every successful search starts with clarity.

We work closely with hiring managers and HR to define the role and align on expectations, including:

• Core responsibilities and scope

• Required experience and skill level

• Technical qualifications

• Team fit and cultural alignment

• Compensation, bonus structure, and benefits

This upfront alignment ensures we target the right candidates from the start.

We leverage Stetson Global’s internal network and targeted sourcing strategies to identify exceptional candidates, including:

• Active professionals currently exploring new opportunities

• Passive candidates we’ve previously vetted and built relationships with

• Industry-specific talent within our proprietary database

• Direct sourcing of qualified professionals locally and regionally, including competitor organizations

• Trusted referrals from our network

Our approach is deliberate and discreet — designed to reach the right people, not just the most visible ones.

Fit goes beyond a résumé.

We assess technical capability, cultural alignment, and long-term compatibility — not just credentials on paper. Through honest, direct conversations, we explore career goals, motivations, and potential transition considerations to ensure readiness for change.

Our recruiters build trust quickly, allowing us to evaluate both placement potential and long-term retention.

We conduct in-depth conversations with candidates whose skills align with your role.

These discussions cover current responsibilities, compensation structure, company environment, motivations for change, and expectations around salary and benefits. Our recruiters use open-ended dialogue to assess readiness, alignment, and long-term potential — not just availability.

Only after confirming a candidate’s viability and genuine interest do we present your company, the role, and the opportunity in detail.

Item descWhenever possible, we meet candidates face to face to assess presentation, preparedness, and interpersonal strengths.

Often, we travel to meet candidates at a time and place that works around their professional responsibilities. These conversations go beyond the résumé — we discuss career trajectory, work environment preferences, and long-term motivation, while ensuring a clear understanding of your opportunity.

When in-person meetings aren’t feasible, we utilize secure video platforms to conduct comprehensive virtual interviews. While nothing replaces sitting across the table, video allows us to evaluate communication style, professionalism, and overall fit beyond a phone conversation.ription

Our reference process is thorough and intentional.

We speak directly with a minimum of three professional references — typically two former supervisors and one peer — to evaluate both technical performance and interpersonal effectiveness.

These are not surface-level conversations. We ask open-ended, thoughtful questions designed to uncover strengths, leadership style, work habits, and ideal environments. Our goal is to understand where a candidate performs best — and where they will add the greatest value.

When appropriate, we may also expand beyond initial references to gain additional perspective, ensuring a well-rounded and reliable assessment.

We present only thoroughly vetted, highly qualified candidates.

Following our recruiting, screening, and reference process, we provide a detailed candidate summary along with supporting materials for your review. Each presentation outlines experience, strengths, motivations, and overall fit — not just a résumé.

The result is a focused slate of candidates positioned for a successful, long-term match.

We actively manage candidate expectations throughout the entire process — maintaining consistent communication around interview feedback, timing, and next steps. We continually assess motivation, alignment, and any changes in circumstance to minimize surprises at the offer stage.

As a result, our acceptance rates exceed industry averages.

Negotiation is a natural part of the hiring process, whether involving responsibilities, compensation, benefits, or start date. Our principals guide these discussions with discretion and professionalism, working toward an agreement that positions both parties for long-term success.