1 We’ll set up a time to talk through your needs and whether we can help.

We’ll be actively listening to learn about the skills and traits of the person you’re looking for. During this process you have our staff, who are deeply versed in technology, finding folks for you and filtering out those who simply can’t do the job. We’ll also be learning about :

• Location – where should this person be located?

• Remote – if they can be remote, what are the constraints your company or team has?

• Constraints – are there legal, regulatory or other constraints related to this hire?

• Timeline – how quickly will you hire AND how fast does your hiring process work?

• Quantity – how many people are you hiring for these roles?

• Search difficulty – based on the information you’ve shared, what is the likelihood that we’ll be able to succeed? Some searches are just too difficult. If that’s the case, we want to be upfront with you to save you time and effort.

• Hiring process – talk through the process we use and the one you use. We want the process to work for you and support your priorities.

2 We’ll Sign a Contract

Once we’ve agreed that we can deliver in the timeframe specified, we’ll need to setup our relationship with your company. We’ll do this with a contract that we’ll send you to online. You’ll be able to forward this to others in your organization for review or signing. Please read the contract thoroughly, we want everything to be upfront and clear for each of us. We like long-term relationships with clients and this only works if we each have clear expectations. If you have any questions or concerns, please let us know. There is no question that is silly – we want you to be comfortable with our relationship and willing to talk through any concerns or thoughts you have. With that being said, our contracts are pretty standard for the industry and contain:

• Authorized signer – the person who is authorized by your company to sign contracts like these

• The work we’re doing - Permanent placement, contract, contract-to-hire or a combination of all.

• Contingent – Most of our searches are contingent, meaning you only pay us when we hire

  • For project employees (temporary or contract-to-hire) - our costs for finding people, background checks, drug checks, their benefits, our administration, and taxes are all included in your bill rate – in other words, you just pay the bill rate, we’ll do the rest.

  • For permanent placement - we charge a fee once you’ve had time to work with the employee and find that they are a good fit. The fee we charge is a percentage of the employee’s salary. For example, when we find you the perfect Junior Software Engineer whose salary will be $100,000/year, your company will be invoiced. If our fee were 30%, then the invoice would be for $30,000. The terms and fees are all spelled out in the contract.

• Low-risk - We take on much of the risk of hiring for you with guarantees spelled out in our contract. We stand behind our candidates and our ability to find great ones for you!

3 We will begin a search

• Mine our database - of thousands of candidates for a person that is a great match

• Kick off a search - immediately

• Screen candidates – we'll review each candidate’s submission and filter out those who clearly do not match your needs. We’ll talk to each candidate who appears to meet your needs.

• Technical Interview with candidates - Those who pass the screening process will be assessed for technical ability and personality fit with a face-to-face virtual interview.

4 We will send you Candidates

• Your first candidates - It usually takes us from a few days to two weeks to find the first candidates for you. This is because we screen all candidates and do technical assessments on them. We only send you people who we believe can do the work you’ve shared with us.

• When we submit candidates to you - All submissions will contain bill rate (if project employees) or target salary along with a few key characteristics about the person, their experience, and their abilities.

• You can choose to talk with them - and put them through your process. Most of our clients want to talk to a large majority of the candidates we send over.

• Once your process is finished and you like the candidate - it is time to talk with us about bill rate if you have concerns. We cannot do this after an offer is made to the candidate. Our bill rates are highly competitive in the industry, especially considering the level of filtering we do for you, the lengths we go to find good-fit candidates, and the work and calendar time we save our clients. For project employees we handle recruiting fees and subscriptions, labor to find candidates, payroll, taxes, benefits, paperwork, background checks, references, and much more.

5 Offer

• Offering project employees - we make them an offer and negotiate with them to get them closed on the position. Just let us know a good start date that works for everyone! The large majority of offers we make are accepted.

• Offering permanent employees - your company will make an offer directly to the candidate. We’ll work together as it benefits you and your negotiations to understand what is important to the candidate so that you can each get what you’re after. For instance, many assume money and benefits are the only considerations in a negotiation, but often times technical folks place a higher value on working with the latest tech stack or growing in their career. Mutual success is the path to near and long-term success for all of us.

6 Addendum to contract for Project Employee

• Both your company and ours sign an addendum to our contract for this project employee.

7 Onboarding

• Permanent employees - will begin your onboarding process.

• Project employees - will go through the following with us:

  • Read, understand and sign -

    • Employee agreement

    • Non-disclosure agreement, confidentiality, and IP assignment

    • Policies and procedures including IT security, code of conduct, acceptable use, and remote work policies

  • Background check – we do background checks on every candidate and can provide as thorough a background check or as limited as you require.

  • Drug check – at your request we can require drug checks of potential employees.

  • I9 verification

  • All tax-related documentation

  • Benefits - selection and enrollment in Beaufort Fairmont benefits plans (link to benefits)

8 Start Date

• We work with you to determine a good start date for the new project employee, agree to it, and communicate it to all parties.

  • For Permanent Placement - Candidate becomes employee of your company on start date.

  • For Project Employee – Candidate arrives for work on the start date and begins working together with your team.