I recently enjoyed a phone conversation with a potential new client. We spent a while discussing the needs of her business, and I started to talk about the different options available to build her team with top talent. She went silent. She was surprised to learn that there isn’t just one way that a retained search business can help startups; that we can actually be flexible to suit their needs and advise along the way.
And I realised that while the recruitment world has changed massively over the past few years, a lot of businesses – especially startups in the seed funding stage who haven’t done this before – don’t always fully understand these changes. So I thought I’d use this blog post as a way to introduce our services.
Talent acquisition strategy advisory & consulting
For some businesses, it’s best to recruit in-house. That’s just how it is. I’m not going to tell you that you need to use retained search or an RPO if you have the potential to manage recruitment on your own. But I am going to tell you if your existing structure and internal processes need improving to ensure you’re identifying and attracting the right people. Through our talent acquisition strategy advisory and consulting service, we work together to delve deeper into your growth goals. We design a human capital management plan to help facilitate that growth by building strength and resilience across HR functions.
Struggling to find the right people? Or don’t know where to start looking? Our market intelligence service is designed to give you a better understanding of the current market. This will help you to search for, and reach out to talent in the right places, at the right time, with the most attractive offers and benefits. We take snapshots of target geographical areas, looking into salary expectations, demand, and obstacles to hiring, such as retention bonuses or shares. Is it best to focus the search in your immediate area, or should we be looking at commutable distances where you may be able to minimise recruitment costs?
Our speciality is retained search, helping you hire for board level, c-suite, and ‘head of’ positions that are notoriously difficult to fill. We map out a niche area of the industry or market. We identify candidates who have experience in the role, or can demonstrate that they’re able to rise to the challenge. While each retained search is different, we typically create initial lists of 80 to 150 candidates at an outreach engagement rate of 70-90%. Working closely with you to develop a framework, we longlist around 25-30 per role, and shortlist 4-6 for our clients to consider.
Partnership & alliances
Sometimes, you don’t need a retained search service. For junior positions that are 2+ levels down from the c-suite, it’s overkill. But we can still help. We’re really proud to have built a strong partnership and alliances model, working with RPOs and other specialist recruitment firms that specialise in junior- and mid-level hiring. Seeing it as an extension of our own framework, we recommend these companies based on their specialist areas, their cost, and how quickly they can mobilise. We also help with their induction and ensure they’re taking well to the organisation. We make sure they’re in line with the framework we’ve put in place to ensure you’re only getting the best candidates.
At the end of the day, everything we do is based on honesty and transparency. We always want to give our clients the best advice. We want to be candid. We want to give you the best chance of growing your business in the right way for you. We’re not going to tell you that you need this service because it’s the better option for us – we’re going to tell you that you need that service because it’s the better option for you. Does it always work in our favour? No. But I guess that’s what makes Innovex different.
While all our services are different, they do have one thing in common: we’re here to support you every step of the way. So give us a call, and let’s get talking about which service is right for you.