Read it and reply with any specifics (locations, hiring volume, budget, timelines) so I can give a firm quote and a sample candidate shortlist.
Service overview
End-to-end recruitment for engineering management roles: job analysis, sourcing, screening, assessment, interview coordination, offer negotiation, and onboarding support.
Roles covered: Engineering Manager, Project Manager, Production/Operations Manager, Maintenance Manager, R D Lead, Quality/Compliance Manager, Technical Program Manager, Site/Plant Manager, and equivalent senior technical/managerial positions.
What I deliver
Job/role profile and JD (tailored to your company/plant/product)
Sourcing plan (channels: LinkedIn Recruiter, industry job boards, passive outreach, referrals, niche groups)
Shortlist of 4 8 screened candidates per role (CVs + my short evaluation notes)
Technical screening report per candidate (skills, leadership, cultural fit, salary expectations, notice period)
Structured interview guides and scorecards (behavioral + technical + leadership competency)
Coordination of interviews and feedback consolidation
Offer package support negotiation assistance
Pre-joining checks: reference checks (1 2 referees) and basic background verifications (optional)
Onboarding checklist 30/60/90-day success plan template for hires
Recruitment process timeline (typical)
Kickoff role definition: 2 3 business days
Sourcing outreach: 5 12 business days (depends on seniority market)
Initial screening + technical assessment: 3 5 business days after candidate responses
Interviews (2 3 rounds) shortlist: 1 3 weeks (client-dependent)
Offer closure: 3 7 business days Typical end-to-end: 3 8 weeks per role (senior/executive roles may take longer)
Candidate screening assessment methods
CV/experience validation against JD and KPIs
Structured phone/virtual screening (30 45 min) competency situational questions
Technical assignment or case study for critical roles (optional)
Leadership assessment: examples of team building, conflict resolution, KPI delivery, hiring decisions
Cultural-fit and values alignment (using your core values)
Reference checks focusing on past performance and managerial competencies
Pricing models (choose one)
Contingency (success-fee): 15 25% of candidate s first-year gross CTC (industry dependent). Payable on hire/start.
Retained search: fixed upfront retainer (typically 30 40% of estimated fee) + balance on placement recommended for senior/executive roles or urgent mandates.
Hourly / project fee: For high-volume hiring, fixed project pricing (e.g., XperroleorX per role or XperroleorY per month for dedicated recruiter).
Flat-fee per hire (negotiable for volume contracts)