Whether you need to back fill the vacancy left by that superstar employee, or are seeking someone to grow your team or company, we can help make the process of recruiting technical people simpler.
With so many options to recruit talent, our clients still recognize the value of working with a dedicated, knowledgeable and trustworthy search partner that will focus on delivering them results.
At PHM we recognize that our clients’ recruitment needs are quite simple: find the right people - and quickly!
We deliver this through tailored solutions that fit each of our customer’s unique situations and hiring challenges.
Whether it’s contingency based headhunting services yielding lower volume, but higher quality candidates, or project or outsourcing engagements to help with short term or flexible staffing directives; we take the time to listen and suggest a solution that may work best for you.
As a simply technical recruitment firm, PHM has successfully completed searches only within the technical verticals or industries we service. Our domain expertise and focus has allowed us to attract, converse and earn relationships with our talent community beyond just what they do and where they work.
We believe that recruitment will always be a people business. Being technical doesn’t mean being stoic or clinical. Our investment in our candidate relationships mean our clients know more about our talent lives than just a resume may represent.
Below are the industries we recruit for:
Engineering Consulting | Architecture | Facility Management | Realty Developers | Oil and Gas | Mining | Industrial | Advanced Manufacturing | Power and Utility | Technology
What industries or sectors do you recruit for?
Simply put, we recruit technical professionals. The industries we primarily specialize in are as follows:
What roles or positions do you recruit for?
Since many technical jobs are complex and varied, we understand that many new clients are uncertain if not a little skeptical whether we really know what you’re recruiting for. In terms of organizational levels, we have successfully searched for roles from entry to C-level positions for both private and public clients. We’ve been recruiting in the technical sector for nearly two decades and have earned relationships with over 100,000 real candidates within the verticals we specialize in. By getting to know and treat each client partner as a unique relationship we are able to best understand your specific tangible and intangible needs for each recruitment assignment we are tasked with. To see the various specialties or positions we recruit for visit our Find a Job page and browse our roles by industry.
How long does it take you to fill a position?
On average our recruitment cycle from start to extending an offer to a candidate is 2-4 weeks. There are multiple factors that weigh into this timeline including, but not limited to: degree of search difficulty, location, size of talent pool or pipeline, client feedback and turn around, market demand and supply, compensation, start dates and scheduling issues.
How many requirements do your consultants work on at any one time?
Our recruiters are assigned on average four (4) requisitions at a time. This assures that we can adequately spend the time and resources necessary to deliver for our clients.
What are your fees and terms?
Our fees and terms are relative to our client’s evaluation of a cost/benefit analysis. In general within contingency recruitment there is a trade-off between: fees, quality, service, speed (time), commitment (loyalty) and long-term value. Since we are primarily a contingency firm, we believe that our time (therefore costs) to undertake any search must equate to a win-win scenario for all parties involved. We advise clients seeking lower fees to consider some of our discount competitors. They may take your search assignment, but based on our experience a pay for performance model will not produce profitability or sustain a long term agency relationship with such an arrangement. Our low assignment to recruiter ratio maximizes time and quality for our valued clients. They know that when we take a search we will actually work on it and strive to fill it.
What is your recruitment process?
We adopt a simplified 6 Step Process as follows:
Step 1: Client and Job Intake session with assigned Client Manager or Team Leader
Step 2: Source, scour, research and build qualified pipeline of ideal Candidates or “targets”
Step 3: Peak interest, screen, qualify, align fit and affinity and recruit candidate(s) for presentation
Step 4: Guide Candidate(s) and Client through pre and post interviews to mitigate fit and decide on next steps
Step 5: Conduct references, negotiate offers, diffuse counter offers and acquire acceptance
Step 6: Pre and post on boarding of candidate and ongoing candidate and client follow ups to address early performance or conduct issues
Why work with you?
We make recruiting “look” simple. But anyone who knows anything about recruitment knows it’s never easy. At PHM we aim to take the stress, hassle and difficulty typically associated with recruitment for our clients. Our goal is to make an impossible recruitment mission a successful journey for all parties involved. Being a specialized search firm that marries the dedication of a retained agency with a contingency pay for performance strategy, we assure that we earn your fees and allow you to gauge the quality, value and our service ahead of this commitment. We won’t ever take a search assignment that we don’t feel confident and capable of effectively working on and successfully filling. Your time is our time and money. See Our Values and Our Why an overview of our guiding principles.
What other services do you offer?
Although Direct Hire or Permanent Contingency recruitment is at the core of services, we can tailor our offerings to the individual needs of our clients and can consist of any of the following:
PHM works closely with us to recruit the qualified professionals we seek for our Engineering Consulting firm. We have found PHM to be responsive, knowledgeable, professional and able to find candidates who are often a "cut above" those that are offered by other recruiters. They seem to understand the types of people we recruit better than most and deliver results with high quality and speed. I'm glad to have such a trusting search partner.
Vice President EngineeringEngineering Consulting Firm