Grow and Protect Your Business
Clients come to us for our expertise, extensive experience in the field, and technical knowledge. We find the right candidates that are a good technical and team fit for your organization
Building Your Team
We focus on filling IT, Cybersecurity, Risk & Compliance positions. We help you hire the engineering and development talent you need to grow your business as well as security professionals to help protect your company's assets from cyberattacks.
We offer Direct Hire, Contract and Contract to Hire
The Vector Recruiting Process
Step 1: Deep Understanding
We meet with you to develop a thorough understanding of your position, company, hiring process, and unique differentiators. This facilitates the best search results and minimizes any wasted time and effort on your part.
Step 3: Increased Options
We reach out to the candidates who stand out as the best fits for your opportunity. This includes a message that markets the unique differentiators your company has to offer. Now you have more quality candidates who are interested in your opportunity.
Step 2: Maximum Coverage
We identify the candidates through seven different sourcing methods. Our initial sourcing efforts frequently involve several hundred people. This maximizes the odds of you having several quality candidates from which to choose.
Step 4: Quality Vetting
We leverage our hands-on industry expertise to more effectively evaluate candidates’ skills and experience. This results in having more candidates who “hit the mark” and less frustrating interviews.
Step 5: Delivery
Interviewing quality candidates is one thing. Bringing them aboard is something else. As former technology practitioners, we understand that the candidate journey is about managing expectations, building trust & credibility, and communicating sensitive information properly. This results in you having more victories and fewer losses in hiring the people you want.
The Vector Recruiting Process
Step 1: Deep Understanding
We meet with you to develop a thorough understanding of your position, company, hiring process, and unique differentiators. This facilitates the best search results and minimizes any wasted time and effort on your part.
Step 2: Maximum Coverage
We identify the candidates through seven different sourcing methods. Our initial sourcing efforts frequently involve several hundred people. This maximizes the odds of you having several quality candidates from which to choose.
Step 3: Increased Options
We reach out to the candidates who stand out as the best fits for your opportunity. This includes a message that markets the unique differentiators your company has to offer. Now you have more quality candidates who are interested in your opportunity.
Step 4: Quality Vetting
We leverage our hands-on industry expertise to more effectively evaluate candidates’ skills and experience. This results in having more candidates who “hit the mark” and less frustrating interviews.
Step 5: Delivery
Interviewing quality candidates is one thing. Bringing them onboard is something else. As former technology practitioners, we understand that the candidate journey is about managing expectations, building trust & credibility, and communicating sensitive information properly. This results in you having more victories and fewer losses in hiring the people you want.
One more thing
Our experience as practitioners and recruiters has given us both an inside and outside view of hiring practices and processes. When we identify issues that may impede your hiring success, we will provide objective information and advice to help you make appropriate adjustments. This way you avoid missing people you want to hire as well as protect your brand in the candidate market.
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