our client partners include
we find and recruit all-star talent
jumpsearch hall of fame
Akshay P.—Sr. Software Engineer (Java)
Alexander A.—Senior .NET Engineer
Amy S.—Sales Operations Leader
Annica B.—iOS Engineer
Beau H.—Business Analyst
Benard N.—Software Engineer (.NET)
Benjamin F.—Business Intelligence Engineer
Bert C.—QA Automation Engineer
Brian F.—Social Media Manager
Bryan D.—Digital Ads Specialist
Cameron F.—Sr. FP&A Director
Chad W.—Account Manager
Charles H.—Senior Software Engineer (Java)
Chase N.—VP of Marketing
Chris A.—Director of Customer Support
Chris H.—VP of Customer Success
Daniel B.—Senior Software Engineer (Java)
Daniel K.—Technical App Support Engineer
David B.—Account Manager
David M.—Senior Cloud Engineer
Doug B.—Software Engineer
Emily G.—Product Manager
Eric B.—Technical App Support Engineer
Eric F.—Sr. Software Engineer (Java)
Eric K.—Front-End Engineer
Eric T.—Web Developer
Eric W.—Sr. Software Engineer (Java)
Erick H.—BI Analyst
Ethan W.—Front-End Engineer
Evan F.—Software Engineering Team Lead
Evan O. - Lead Software Engineer
Gabe F.—HR Director
Gaige R.—UX Designer
Gerardo C.—Director of Customer Acquisition
Greg B.—DevOps Engineer
Greg S.—Senior Account Executive
Jacob P.—Field Marketing Manager
Jacob W.—Marketing Analyst
Jake H.—Financial Analyst
Jason C.—Sr. SDET Lead
Jay S.—Senior Product Manager
Jeffrey H.—QA Engineer
Jim O.—Front-End Engineer
Jim P.—VP of Technology
Jordan C.—Android Developer
Kade R.—Senior Financial Accountant
Katelyn W.—Executive Assistant
Kevin S.—Sr. Software Engineer (Java)
Kooper B.—Product Manager
Laura T.—Email Marketing Manager
Liliya R.—Sales Analyst
Luke B.—Software Engineer
Marissa C.—SDET/Automation Engineer
Mathieu L.—Sr Software Engineer
Michael C.—Senior Account Executive
Michael H.—Senior Accountant
Michael M.—Software Engineer Team Manager
Nate I.—UX Designer
Neal F.—Account Manager
Ojastro T.—Marketing Analyst
Ramaraya K.—Project Manager
Raymon L.—Operations Reporting Manager
Rikki R.—Account Manager
Ryan J.—Director of Sales Development
Sara H.—Technical Project Manager
Scott B.—Sr. Data Warehouse Developer
Shane C.—VP of Field Services
Skyler J.—Contact Center Training Manager
Tanner H.—Customer Experience Manager
Tara H.—Director of Marketing
Todd K.—Operations Analyst
Tom B.—UX Designer
Tracy H.—HR Manager
Travis H.—Account Manager
Troy S.—iOS Architect
Tyson M.—Account Manager
Westley S.—Regional Sales Manager
Weston J.—Project Manager
Zachary G.—Account Manager
What should I consider when looking for a talent acquisition partner?
Placements firms are not created equal. In the same way you would consider hiring your next star team member, here are some of the things you should consider when hiring your talent acquisition partner.
What are my talent acquisition needs in the short-term? Long-term?
What challenges does my team currently have with attracting talent? Are there challenges I'm not aware of?
Does their model/approach align with the maturity, philosophy, and operations of my company?
Who do I want representing my company and brand to the talent market?
Do they have experience working with companies like mine?
What is their experience in placing my roles?
Are they easy to work with?
Do their values align with that of our company?
What is JumpSearch's approach to search?
JumpSearch partners with companies who are looking for dedicated, turn-key talent acquistion team to address their critical, high-profile roles.
How long does it take to fill a critical position?
Generally speaking, we're able to fill most critical positions within 4 to 6 weeks, HOWEVER, your mileage may vary. We must caution that time-to-fill, while important, is not necessarily the optimal KPI for your critical searches/hires.
Number of decision makers
Alignment among decision makers including requirements, role, scope, qualifications, comp, culture-fit
Supply/scarcity of talent
Overlap between client expectations and what the talent market will yield
Recruiting, interviewing, offer, exception handling operations
How do I know if JumpSearch is the right fit for my company and needs?
We've found that the best-fit partners:
Are realistic and humble about their employer brand
Take a focused approach to search (vs. a scattered shot-gun approach)
Are fairly greenfield, or open, to evolving their recruiting operations
Take their culture and its development seriously (but not too seriously)
The positions you need to fill are less-than mission-critical.
Your company is using contingency agencies extensively for your searches.