HOW WE WORK
We share the same goal: To provide you with recruiting expertise that saves you time, brings rigor and intelligence to a critical hiring process, and ensures filling an open sales position with a high-performing candidate that lasts.
It starts with our dedication to deeply understanding your business dynamics, corporate vision and unique culture.
We pay careful attention to the personalities and motivating factors important to you, rather than simply relying on the experience and skill sets required. Our comprehensive process allows us to more richly articulate your hiring goals, effectively evaluate candidates, and only present to you highly vetted candidates for the job.
Here’s are a few answers to questions you may have:
Many of our clients need immediate help – like yesterday! While we understand this and can help, DANA Associates’ prides itself foremost on quality. We will never rush the process in a way that sacrifices our commitment to getting you results that last. Fortunately, our database of top sales talent has been built over decades of work and literally tens of thousands of interviews. We are constantly recruiting proactively in anticipation of our clients’ needs. This means we have immediate access to a wide range of top sales performers from a number of industries who will fit into a variety of different corporate cultures. Our process is designed to focus your search and allow you to capture that lost revenue or put an effective sales leader in place to build and manage your team. The length of any one search depends on many factors including industry experience, level of accomplishment, leadership profile, unique skill sets, and much more. In every case, we present only the highest quality candidates and ultimately reduce the time it takes to find your next hire.
One of the most common reasons companies turn to DANA Associates is that in-house recruiting efforts have not yielded viable candidates. Corporate recruiting efforts tend to rely heavily on job postings and referrals. The individuals responding to those ads or inquiries are typically job seekers who are either unhappy or unemployed. Particular to sales roles, the most desirable candidates are those who are gainfully employed and currently successful. They are not actively searching for new roles. These highly sought after professionals need to be proactively recruited based on various compelling reasons, including cultural fit, growth opportunities, financial rewards, relationships with management, leadership vision, values, and much more. DANA Associates knows who these people are, where they work, and what will inspire them to consider a move to your company
Absolutely! Since experience is the best teacher – we have learned a great deal. We work with sales leaders, human resources and C-level executives at clients ranging from start-up companies to global corporations. While we won’t share the details of any clients’ plans or models, we can use the knowledge gained from these partnerships to help others. Frequently, clients will ask us to assess their models and determine if their compensation structure will attract the level of professional they seek. And occasionally, we are engaged to help develop comprehensive sales metrics and compensation plans for clients building a new team or entering a new market.
Our clients have a number of reasons to keep a search confidential. These include imminent termination, planned turnover, and not wanting to project an impression of excessive turnover by repeating job postings. We maintain your confidentiality using abstract descriptions and conceptual overviews to gauge a candidate’s interest without identifying your firm or giving them enough information to have them uncover your company name. Basically, how this works is we recruit for your confidential needs and only disclose the identity of your firm once we have “mutual interest” between you and the candidate, and receive your permission to share the confidential details.
Our candidates are accustomed to this, as many are also searching confidentially – especially our more senior sales professionals and managers who cannot afford to have their employers or competitors know they are conducting a job search. This works the same way – we do not disclose the identity of the candidate, nor their current employer until we have established mutual interest and received permission from our candidate to disclose their information.
Sometimes being different is not enough – you have to achieve superior results. We do two things better than anyone else:
- Assess candidates well beyond skills, accomplishments and compensation history.
- Explore our clients’ needs well beyond job description, requirements and performance objectives.
Our clients tell us that they are amazed by our ability to identify candidates that both perform exceptionally and fit their corporate cultures. How do we do this? We put people before placements.
Our President, Denise Grant realized early in her career that it is critical to understand and support both the corporate culture of clients and the specific personal and professional needs of candidates. Denise regularly visits client companies and spends time with senior management to determine the types of people whose personalities and professional experiences will succeed in those environments. Her systematic and yet highly personalized approach to candidate assessment allows her to understand which environments and opportunities best suit a particular individual. Her process is unique, well documented, and includes multiple in-person interviews using in-depth behavior based interviewing techniques. This approach has enabled us to build many successful teams and retain clients over many years.