What are you good at? Do you like the recruiting side or the selling side or both?

JWAVE Staffing has a mission to empower both sides of a contingency recruiting firm, the sales and the recruiting side. When each side works together, is empowered to do what they are good at and when each side can trust that the other side is going to perform at the highest levels, all sides win.

That’s why at JWAVE we’ve structured the company in a completely different way. We’ve brought together experience, technology and a collaborative process to maximize everyone’s ability to grow their careers and their ability to earn revenue. Our sales and recruiting partners work on a split fee arrangement that we facilitate. We provide the technology to make sure everyone has transparency across the process, that the playing field is fair and that everyone can work, collaborate and earn at the highest levels in the industry.

Work with Account Executive Partners to identify/clarify hiring specifications and competencies, document and confirm principal requirements to ensure accurate and detailed job descriptions, and develop recruitment action plans

Facilitate high quality recruiting strategy meetings (in-take sessions). Prepare hiring managers and interview teams to understand job requirements and expectations. Create and execute a plan for each client area.

Proactively source, screen, interview, and recommend active candidates for open positions

Review candidate resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements. Create and communicate prescreening questions to hiring managers for collaboration and approval. Prescreen candidates prior to presentation.

Ensure and adhere to a consistent and effective recruitment process. Identify areas of opportunity in the process to add value, improve quality, customer service, etc.

Evaluate trends in work force populations and develop strategic workforce plan, where relevant.

Develop and maintain a network of diverse candidates by using direct sourcing, social media, job boards, Internet, groups and associations, internal referrals, advertising, third-party agencies and other technical means to source candidates. Stay informed of diversity trends and innovative recruiting techniques.

Provide coaching and guidance to clients.

Utilize assessment tools (cognitive, leadership style, references) to provide overview and recommendations to hiring managers, when applicable.