SGA Talent Providing Talent & Intelligence To Corporations & Executive Search Firms
SGA Talent – We believe in the power of teams. Since 1989 our team work approach and strong partnerships with our clients is why we continue to be the go to partner to both corporations & executive search firms. Take a look at how together our teams have won the war for talent and continue to do so. We look forward to helping you too.
Together We Win The War For Talent
SGA Talent – HERE FOR YOU CULTURE is one where people feel heard and supported so each can help both internal and external clients. It’s about making the team know they are valued.
Case Studies: Click Here For Full Report With All 5 Case Studies https://tinyurl.com/yde9qq9a
#1 Global Marketing Company Case Study
Position: Software Sales Representatives
Challenge:
The new Executive Vice President of Sales inherited an under-performing team and needed to recruit “superstars”fast. This hiring manager used our services in the past and expected us to recruit sales professionals quickly and begin to fill a pipeline of qualified candidates who would require little training. It was necessary that each new hire be a hunter that could bring on new clients with little support as well as maintain existing relationships with long standing clients. His target candidate would have experience selling software with a 3 – 9-month sales cycle and could exceed a minimum of $1.5 quota.
Action:
SGA Talent teamed up with the internal talent acquisition leader and within 10 days, the new Executive Vice President of Sales received 9 qualified sales candidates followed by 3-4 new candidates each week until the hiring manager believed he had met his goals. Our 2-person recruiting team along with our team of 2 recruitment research professionals could provide a constant flow of candidates right out of the gate. As our recruitment research team created robust talent pools, our recruiters were tapping into our significant network of software salespeople, allowing our recruiters to spend time connecting, recruiting, vetting and presenting quality candidates quickly.
Result:
SGA Talent was able to present qualified, ready to be hired candidates for bi-weekly interview days for eight consecutive weeks allowing the hiring manager to focus on what he needed to do in his new role.
Case Study #2
Client: Global Media Agency
Positions: Chief Financial Officer, Account Director DTC, Analytics Analyst, Insight Analyst, Director Digital Investment, SEO Executive
Challenge:
Our client is a fast-growing agency which needed additional recruiting support to assist its internal talent acquisition team to meet their hiring demands. With that said, the Talent Acquisition leader was not looking to replace the team but looking for a partner who could scale and was agile enough to work on multiple assignments with the goal of recruiting 3-5 qualified candidates per assignment and then moving on. The need for speed and quality was the goal. It helped that our team had worked with the leader before so she felt confident that we understood the mandate. However, initially the internal team was a bit reluctant and felt a bit threatened but quickly learned that we were acting as an extension of their team, available to do the heavy lifting and work alongside them so that they could hit their aggressive hiring goals
Action:
SGA Talent needed to pull together a team of recruitment research and recruiters with experience in this space as well as assign a project leader who would work directly with each of our client’s recruiters to ensure each job opening had a steady stream of qualified candidates in the pipeline. While doing so, our team had to be agile enough to stop working on assignments when 4-5 candidates had been presented and move on to the next to keep the flow of candidates moving forward. For some of the newly assigned roles that needed attention, or for those roles that were a bit challenging, constant communication amongst the team was imperative. Much to the team’s credit, together we could meet the hiring demands, fill the roles quickly and figure out a great recruiting process that continued to meet the demands. Our recruitment research team was very instrumental in keeping the recruiters flow of potential candidates moving by creating very specific talent pools that contained names, emails, telephone numbers and profiles providing recruiting efficiency.
Result:
SGA Talent could present a steady stream of qualified, ready to be hired candidates and agile enough meet the ever-changing recruiting goals. Today we continue to work with this team.
Case Study #3
Client
Global Executive Search Firm
Positions: Director of Business Intelligence, Director of Talent Acquisition, Vice President Sales, Vice President Analytics & Director of Purchasing
Challenge
Our client is a well-established global executive search firm with limited resources in the United States and needed to partner with a company that could do both recruitment research and recruiting, as well as scale quickly. Their client was a consumer packaged goods company that was experiencing turnover due to new leadership. Never working with this client before, we met personally for the initial kick-off meeting to set the team’s objectives, goals, process and deliverables. As with many of our executive search partners, recruitment research is almost always a necessary step to the recruiting process and needs to be very accurate. With that said, our recruitment research team was tasked with creating comprehensive organization charts of competitors along with contact information as part of our goal.
Action:
SGA Talent pulled together 3 teams to accomplish these recruiting goals. Each team was assigned one recruiter and one recruitment research professional. Within 2-3 weeks each team presented 3-6 candidates and continued to fill the pipeline until each hire was a successful one. The relationship between SGA Talent and our client grew stronger and stronger each week creating a win-win partnership for all involved.
Result:
SGA Talent could present a steady stream of qualified candidates with over 90% of those presented were interviewed by our client. All of our research gathered was shared with our client who in turn shared it with their client. Since it was used for recruiting and to show organization structure, the deliverable was presented in both organization chart format and excel. This project lasted 3 months from start to finish with 5 successful new hires. Once this project was completed we were asked to remain on retainer to conduct a succession planning project.
We look forward to helping you win the war for talent together.
Click here to see our case studies proving team efforts win the war for talent – https://tinyurl.com/yde9qq9a
Happy Hunting
Sheila Greco
SGA Talent Knows Talent – Who They Are – Where They Are & How To Gain Access To Them Recently we were asked to research the Chief Financial Officers at the Fortune 500 and Barron’s 400. In an effort to complete this task we were required to create a comprehensive list of these highly skilled individuals as well gather profiles, emails, organization charts and more. Due to this, we decided to build upon our findings and release our study; A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies” SGA Talent’s Study, “A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies” is a 81 page report listing the names, titles and profiles of those who lead these great finance teams along with many statistics surrounding education, career paths and of course women leaders too.