Frequently Asked Questions

Why use a recruiter?

We go after the candidates our clients can’t get! Recruiting is both an art and a science. Collectively, our team has many years of talent-acquisition experience. We are experts in finding the candidates clients need because this is what we do all day every day.

Many companies outsource recruiting when there is a sense of urgency and/or when they need assistance otherwise. Our clients return to Top Talent again and again, partially because we have so many resources in our arsenal. We have offices, and affiliate recruiters around the country, and source nationally. We often seek out “passive” candidates who are already gainfully employed and not necessarily looking for a new job. These are typically the highest-caliber candidates. We know the logistics industry well, and .

What is the difference between a Contingency Agreement a Retainer Agreement? 

Contingency: This agreement does not require a commitment from either party, but is a binding agreement to discuss opportunities. It essentially says that we are not obligated to show you any candidates and you are not obligated to hire any of our candidates. However, should we present a candidate to you and you hire them, you owe us a fee. The fee is due in its entirety on the day the candidate begins employment. We offer a 30-day guarantee on the placement and if the candidate leaves within a 30-day period, we replace them at no additional charge. Contingency agreements are not our preferred way of doing business, but it is an option.

Retainer: This commitment agreement is used when clients have a sense of urgency. When a position needs to be filled within a certain period of time and with a specific type of person, we agree through this contract to find the right person in the designated time. Through a retained contract, you agree that if we find the person you have specified, you will make the hire. The fee is the same as with a contingency agreement, but the structure of the fee differs. One third of the estimated fee is due when the agreement is signed, and the balance is due the day the candidate starts. If you are serious about getting specific talent in place, this is the way to go. Our guarantee period is longer for this agreement and if a candidate leaves on their own accord or is terminated within 60 days, we replace them at no charge. Retained clients are treated as priority over contingency, so we provide candidates to them first.

Why do you recommend retained searches?

We believe that both parties need to have “skin in the game”. We find that clients paying an upfront retainer are more invested in the search process, responding to calls and emails more quickly, and showing a greater sense of urgency overall. This conveys the message to our recruiters that the client in invested in being a priority.

You require payment on the day the candidate starts, and don’t offer terms. That’s awfully fast.

Yes it is. But we work quickly and aggressively, and provide our recruiters with tangible incentives for providing the best talent possible in the most-timely manner possible. And since the bulk of our recruiters’ compensation is commission, they want and need to be paid when the search is complete. At that point, they have likely invested a great deal of time and effort into finding and vetting the perfect candidate(s).

In logistics, companies that pay their carriers or vendors the fastest, win. Carriers then make those companies priorities. We work the same way. If you pay quickly, you will get first consideration. Pay slow and you diminish motivation among our recruiters, and will likely get bumped below a quick-paying client.

If I’ve hired you to find me a candidate, will you recruit any of my people down the road?

Absolutely not. Once you are a client, you are always a client. Some of our clients hire talent from us every year and others contract with us for one executive. Regardless, our belief is once a client, always a client. There is a saying in recruiting: “You are either a client or a source for candidates”. You can’t be both. We adhere to this philosophy because behaving ethically is extremely important to us.

What is a passive candidate?

Passive candidates are the cream of the crop. They are currently employed, well respected, strong contributors to their organizations, and if made an offer will most likely get a counter from their employer. Most are not actively looking for a job and therefore do not have their resumes circulated all over the internet for the world to see. It takes solid recruiting techniques to encourage them to engage with us and consider making a move. We are experts at opening their eyes and minds to outstanding opportunities.

Do you offer consulting services?

Yes. We are available for a variety of consulting assignments. Our staff and affiliates have consulting experience in the following areas: Agent Programs, Sales Compensation Plans, Business Coaching, Human Resource Management, Organizational Analysis and Sales Development, Restructuring and Sales Acceleration.

I have been burned by a recruiter in the past. Why are you different?

Unfortunately, we hear this more than we like. While we cannot atone for the sins of another, we can conduct our interactions with the utmost honesty and transparency. This is the norm for each of our recruiters. Most of our clients are thrilled with – and hire – the first candidate we present. But to ensure we will always be able to provide an unparalleled fit for a position, we typically have a second and third candidate in mind. We adhere to an in-depth due-diligence question-and-answer process – with clients and with candidates – to ensure complete understanding. We will not present a candidate unless we believe he or she is perfect for the position. If the initial candidate is not chosen, we analyze where we missed the mark, recalibrate, and in most cases, then present a candidate that exactly what the client needs.

Do you work with any company?

No, not every company can be a client. We work only with organizations in the logistics industry, and we screen clients prior to representing them – holding them to a high standard. Clients range from $2 million to $2 billion in annual sales, with most ranging from $25 million to $150 million. Clients must be credit worthy, ethical, growing, and pass the “we-would-work-there-ourselves” test. We like organizations that have “sizzle”. And we connect with top-tier executives so the highest decision makers are involved in the process.

Do you work with any candidates?

No. We have a saying at Top Talent – “We do not market mediocrity.”  Not everyone is Top Talent, so we thoroughly screen candidates before representing them. We dig deep to fully understand who they are and what they bring to the table. We determine their strengths, such as if they are high producers; executive-level managers; or experienced in operations. And, of course, we also thoroughly vet them to determine the extent of their experience and expertise.