Outsourced Team Building

Are You Building Teams or Just Hiring People?

We are an agency recruiter that builds your marketing, web, and project teams with speed and precision

Assembling high-performing, talented teams requires specialization and expertise from a hiring team that combines deep industry knowledge and proven processes to stand up your in-house function.


Are You Building Teams or Just Hiring People?

We are an agency recruiter that builds your marketing, web, and project teams with speed and precision

Assembling high-performing, talented teams requires specialization from a hiring team that combines deep industry knowledge and processes to stand up your in-house function.











Our Role

Your recruiting and hiring team

Finding and attracting the right talent can be tricky. It can be even more challenging to manage your talent pool and ensure that only the best candidates receive offers. It requires an executive-level hiring team to oversee and execute the entire end-to-end process. We can help.
Our Role

Hiring Team

As your hiring team, we amass the building blocks for an effective and collaborative effort between hiring managers, recruiters, interviewers, etc. to orchestrate the entire team-building process end-to-end.
Our Role

Hiring Manager

As your hiring manager, we lead the hiring team in the recruiting process. We identify the needed roles, when needed, and at what level. We coordinate with recruiting, sourcing, vetting, etc., to win talent.
Our Role

Recruiter

As your recruiter/s we will oversee the talent acquisition process end-to-end. From writing job descriptions to coordinating interviews, recruiters ensure an optimal process for both the employer and all candidates.
Our Role

Recruiting Coordinator

As your Recruiting Coordinator, we implement the overall recruiting strategy. We consult with the hiring managers to understand staffing needs and skill level requirements, author job descriptions, and publish job postings.
Our Role

Talent Sourcer

As your Talent Sourcer, we will build the organization's talent pipeline through both inbound and outbound recruiting strategies. Talent sorcerers can use proactive recruiting tactics to identify suitable active and passive candidates.
Our Role

Interviewers

As part of your interviewer team, we bring deep industry knowledge into the candidate vetting process. Combining organizational familiarity and a deep understanding of the role means only the best talent receive offers to join your organization.
Our Processes: Planning

Plan on building a great team

Building high-performing teams requires methodical planning from the start. Know what you're looking for and why, and then design a strategy to obtain it.

Our Role

Scope Function

Before building your team, we will first start with scoping its function. What is the team's primary objective, and what are the capabilities needed to fulfill that objective?
Our Role

Resource Planning

Once we understand the capabilities needed within the team, we'll begin to plan when those resources are required and at what volume.
Our Role

Compensation Analysis

We will thoroughly analyze the compensation package attached to each role. We will help construct packages that leverage the organization's full benefits to attract the best talent.
Our Role

Recruiting Strategy

Whether inbound or outbound recruiting, we will develop a complete end-to-end strategy that assembles the best in-house team to fulfill the organization's objectives for the new function.
Our Role

Infrastructure Planning

New teams often require new systems. We will assess whether the organization has or needs tools for internal communication and collaboration, marketing automation, content creative, project management, etc., and at what expense to the organization.
Our Processes: Execution

Building A High-performing Team

All great plans are at the mercy of excellent execution. Once a recruiting strategy is designed, careful implementation at every step will make all the difference in attracting and securing the best talent.
Our Role

Author Job Descriptions

We will carefully craft each job description based on the organization's precise needs for the role.
Our Role

Inbound Recruiting

Administer Job Postings: We will publish all job opportunities as invites to the market to attract and build a talent pool for each role.
Our Role

Outbound Recruiting

We will proactively search for and attract talent. Unlike job postings, we will reach out to highly qualified career professionals as prime candidates for the role.
Our Role

Develop Assessments System

We will develop a thorough candidate evaluation and acceptance process that is efficient and optimal. One that considers only the best candidates, fairly and objectively.
Our Role

Conduct Interviews

If desired and appropriate, we will bring deep industry knowledge and practitioner experience into the interviewing process to ask the right questions, elicit meaningful responses, and understand who the best candidates are for the role.

Our Role

Stand Up Infrastructure

We will guide the procurement of the appropriate system stack, negotiate with vendors where applicable, and ensure that your team has the necessary tools, training, and resources to do their best work.
Our Role

Develop Onramps

We will develop a carefully thought-out onboarding regimen that ensures that hired candidates are supported, well integrated into the organization, and set up for success, enabling them to do their best work for the organization.
Our Role

Onramp New Hires

We will take all new hires through their relative onboarding tracks. We will assess where there are any gaps in knowledge or skill for each new hire and tailor their onboarding appropriately, ensuring they are set up for success.
Choosing an agency recruiter

When (and when not) to use a recruiting agency

Outsourcing your recruiting and hiring can be the right decision for many organizations. Here are some scenarios that might help you better understand when it is the right choice.
Scenario

Hire us if...

You do not have the in-house knowledge and expertise for the roles you are hiring.

Scenario

Hire us if...

You have some in-house knowledge and expertise for some of the roles you're hiring for but do not have a well-established end-to-end process for recruiting teams.
Scenario

Hire us if...

Your hiring process (recruiting and onboarding) is well-established; however, you lack the in-house knowledge and expertise to interview or vet candidates for the roles you seek to fill. You need to bring deep industry knowledge of the role and practitioner experience into the interviewing process to ask the right questions, elicit meaningful responses, and advise on candidate selection.
Scenario

Don't hire us if...

You have the in-house knowledge and expertise for the roles you are recruiting and have a well-established end-to-end process for attracting, vetting, hiring, and onboarding new employees.

We Can help

Discover ways we can work together or reach out with any general inquires. We'd love to hear from you.

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