Discovery Session, Sequence of Events, Partnership Expectations
Discovery Session-At SalesForce Search our process begins here.  We feel the more we understand our client's business the better our ability to find the ideal fit.  Our Senior Account Executives will invest time to meet with the key stakeholders involved with the search.  The session will offer the opportunity to:

• establish a roadmap or sequence of events leading to the hire
• uncover a deeper understanding of your go to market strategy, value proposition(s) and hiring needs
• determine the key success criteria and expectations of the hire, and
• formulate partnership expectations

Our Tool kit, SalesForce Search, traditional “Headhunting”

SalesForce Capture, our proprietary technology platform enables our Search Consultants to find, screen and shortlist the most qualified candidates for your role. SalesForce Capture works in three very specific ways:

• - It allows us to create a customized search for your very specific role.
• - It drives more than 3000 active and passive candidates to our site each month; and
• - It allows us to quickly narrow down the most suitable of those candidates to screen, based on the very specific skills, values and behaviours that your role requires.

In addition to SalesForce Capture, we have an extensive network of talent that makes up the SalesForce Search Community. By leveraging our own experience in the sales world we can often identify candidates through intricate networking blitzes, social media usage, referrals and word of mouth.

Headhunting
As part of our multi-pronged approach SalesForce Search can implement a headhunting strategy, taking a direct, targeted approach at candidates who are not currently on the market and meet the credentials our client is seeking.

Interviews, References, Guarantees
At this point you have a short list of candidates who possess the background, selling skills and experience you are looking for and now your company is ready to interview. We will provide you with a report on each candidate prior to the interviews to help in conducting your interviews. 

After these steps of the hiring process have been completed, everything you have seen, heard, and learned must be pulled together. We will undergo a post-interview debrief complete with SalesForce Search's recommendations.

Reference Checking
This stage is critical. If requested, we will conduct reference checking on your behalf and provide you with a written summary of the results.

Guarantees
While each step of our process is designed to help mitigate risk, SalesForce Search acknowledges that sometimes there will be situations where the candidate is not successful in the role.  We take a proactive approach to provide an environment for their success; however, if the first candidate does not make it through their guarantee period, we will replace them at no extra cost.

Screening, Assessments, Interviews
Knowing exactly what you are looking for and how to find it is also important.  Our initial screening of potential candidates begins with an interview which focuses on the candidates selling skills including some of the following key areas:

Through the Discovery Session with our clients, we determine which areas of the sales process are most important and customize our candidate interviews.

Once we have shortlisted candidates from the initial screen, we then conduct a second round of more comprehensive interviews combining behavioural based questions, role-plays and pre-employment testing to gain more information on the candidate's suitability for your organization. This step allows us to probe further into a candidate's background; experience and skill set prior to us presenting them to your organization for consideration.

Assessments
Once we have narrowed the list of candidates even further, we run them through a series of sales specific assessments to determine the following:

• Knowledge of Sales Process
• Selling Style
• Suitability for your Company & Product

These are conducted in addition to our interview process to ensure an accurate match between the candidate and the position that needs to be filled.