Top Talent is our only goal
Our Commitment to Our Clients
"We will do what is right over what is profitable, everytime." - Matt Larsen, Founder
Our 20 years of staffing experience have been marked by a unique commitment to offering competitive pricing without compromising on quality.Â
We firmly believe that excellence should be accessible, and our track record demonstrates our ability to deliver top-notch staffing solutions at cost-effective rates. By optimizing our processes, embracing innovation, and maintaining a keen focus on efficiency, we have successfully positioned ourselves as a provider that goes beyond affordability — we provide flexible solutions to fit the needs of our clients with an unwavering commitment to delivering the highest quality of Talent.Â
This approach underscores our dedication to fostering long-term partnerships built on trust, value, and consistently superior service.
Contingent Search
This is the most popular search option as it has no financial risk to our clients. Contingent search is a type of recruitment service where the Legacy Talent Partners is compensated only upon the successful placement of a candidate. Unlike retained search, where a retainer fee is paid upfront regardless of the outcome, with a contingent search, Legacy Talent Partners only receive payment when a candidate they refer is hired by the client.
Key Features of a Contingent Search Strategy - Click to Expand
A Contingent search does not charge an upfront retainer fee. We operate on a “no win, no fee” basis, meaning you only are charged a fee if we successfully place a candidate.
A Contingent search is often more competitive, as multiple recruiting firms may be engaged to fill the same position. Since only one firm is compensated for a successful placement, there is a race to present the most suitable candidate first.
Organizations may engage multiple contingent search firms simultaneously to increase the chances of finding the right candidate quickly. This can lead to a broader candidate pool but may also result in less exclusivity and dedication from each firm.
A Contingent search typically prioritize speed in presenting candidates to the client. The faster we can identify a suitable candidate, the faster you can move on to meeting your strategic initiatives.
With a Contingent search, Legacy Talent receives payment only when the client hires a candidate referred by the firm. The fee is a percentage of the candidate’s first-year salary.
A Contingent search may have less involvement in the onboarding process compared to retained search firms. Our primary goal is to place a Top Talented Candidate.
Retained Search
Retained search, also known as retained executive search, is a type of recruiting service provided by executive search firms. In this model, the client company retains the services of the search firm exclusively to fill a specific executive-level position. The key feature of retained search is that the search firm is paid a retainer fee upfront, regardless of the outcome, to ensure commitment and dedication to the search process.
In a retained search, the retained search partners or consultants take on a highly involved and proactive role in the entire hiring process, working closely with the client to identify, attract, and secure top talent for the executive position.
One of the key advantages of retained search is the exclusive commitment and dedication to finding the right candidate for the client. The retainer fee ensures that the search firm allocates significant resources and expertise to the search, even in cases where it may take longer to identify the perfect fit.
Key Features of a Retained Search Stategy - Click to Expand
The retained search partners begin by thoroughly understanding the client’s business, culture, and the specific requirements for the executive position in question.
Collaborating with the client, the search firm creates a detailed position specification that outlines the qualifications, skills, and characteristics required for the role.
Retained search partners conduct extensive research to identify potential candidates in the market, including those who may not be actively seeking new opportunities.
The search firm actively approaches and evaluates potential candidates, conducting interviews and assessments to ensure they meet the criteria outlined in the position specification.
The retained search partners present a shortlist of qualified candidates to the client, providing detailed profiles and recommendations for each individual.
The client conducts interviews with the selected candidates to further assess their fit for the role and organization.
Once a suitable candidate is identified, Legac Talent Partners can assists in negotiating compensation packages and facilitating the offer stage.
With a Retained Search, we may also provide support during the onboarding process to ensure a smooth transition for the newly hired executive.
Throughout the entire process, there is ongoing communication between Legacy Talent Partners and the client to address any concerns, provide updates, and make adjustments as necessary.
RPO (Recruitment Process Outsourcing)
Recruitment Process Outsourcing (RPO) is a business strategy where an organization outsources some or all of its recruitment processes to Legacy Talent Partners. Legacy Talent Partners, being a specialized RPO firm, will take on the responsibility of managing and executing the company’s recruitment activities. The goal of RPO is to streamline the hiring process, improve efficiency, and enhance the quality of hires while allowing the client organization to focus on its core business functions.
Key features of the RPO Stategy - Click to Expand
RPO services will typically handle the entire recruitment lifecycle, from workforce planning and candidate sourcing to onboarding.
RPO services are often scalable, allowing organizations to adjust the level of outsourcing based on their current hiring needs.
Legacy Talent Partners has it’s own ATS with a dedicated client view. You have a clear view of each candidate and not just an email with a resume.
RPO services may deploy dedicated teams of recruiters and hiring experts who work exclusively for the client, ensuring a deep understanding of the organization’s culture and hiring requirements.
RPO services may include activities to enhance and promote the client’s employer brand to attract top talent. We are a piece of your branding as an employer.
RPO services can help control recruitment costs by providing a more predictable and scalable model. It allows organizations to convert fixed costs associated with internal recruitment functions into variable costs.
RPO services bring market expertise and insights, staying abreast of industry trends, talent availability, and best practices in recruitment. Legacy Talent has 20 years of experience and we will assign a recruiter who has an indepth understanding of your industry.
RPO services typically provide detailed reporting and analytics on recruitment metrics, helping organizations make data-driven decisions and continuously improve their hiring processes.
RPO services ensure that recruitment processes comply with relevant employment laws and regulations, reducing the risk of legal issues for the client. Legacy Talent is experienced in EEOC; DE&I; and Government Security Clearance.
RPO services can be flexible, adapting to changing business needs and market conditions. Legacy Talent is nimble and can pivot instantly to meet your needs.
All 3 Solutions Include The Below Outlined Recruitment Process
Legacy Talent Partners (LTP) will play a crucial role in connecting employers with potential candidates. The recruitment process typically involves several stages, and agencies follow a systematic approach to ensure successful placements. Here are the typical stages in the recruitment process from Legacy Talent Partners:
Initial Consultation: LTP meets with the client (employer) to understand the hiring needs, company culture, and the specific requirements for the position.
Job Specification: LTP collaborates with the client to create a detailed job description, outlining the responsibilities, qualifications, and other relevant details.
Candidate Search: LTP employs various methods to source potential candidates, including job boards, social media, professional networks, and their own candidate database.
Networking: Our recruiters may leverage their professional networks to identify and approach passive candidates who might be a good fit for the position.
Resume Review: Our recruiters review resumes and applications to shortlist candidates whose skills and experience match the job requirements.
Initial Interviews: Recruiters conduct preliminary interviews to assess candidates’ suitability, skills, and cultural fit. They may also verify candidates’ qualifications and work history.
Shortlist Presentation: LTP presents a shortlist of qualified candidates to the client, including detailed profiles, resumes, and assessments.
Coordination of Interviews: LTP facilitates interviews between the client and the shortlisted candidates, providing support in scheduling and logistics.
Gathering Feedback: The agency collects feedback from both the client and the candidates after interviews to assess the match and make any necessary adjustments.
Selection: Once a suitable candidate is identified, the agency assists with the negotiation process, including salary discussions and the presentation of the job offer.
Legacy Talent may conduct reference checks with previous employers to validate the candidate’s qualifications and work history.
Offer Presentation: LTP assists in presenting the job offer to the selected candidate and negotiating terms if necessary.
Onboarding Support: LTP may provide support during the onboarding process to ensure a smooth transition for the new hire.
Post-Placement Support: LTP stays in contact with both the client and the candidate after the placement to address any concerns, facilitate a smooth transition, and ensure overall satisfaction.
Throughout these stages, effective communication between the LTP, the client, and the candidates is crucial for a successful and efficient recruitment process.
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