We Love to Answer Your Questions

We can certainly understand how you feel, pressed daily for time, with deadlines and projects due. If you can’t prioritize this meeting then it is likely you don’t believe or feel it will be time well spent. That’s the same way most of our clients felt initially, before they found out how effective and efficient our process is.

Our claim is: by investing a half hour with us, up front, you’will save 10-15 hours or more of the time you would have wasted, interviewing and screening wrong candidates. The time you save, by getting the right Top Talent hired, you can re-invest in your most pressing issues.

Remember we guarantee our results. You may want to review our client testimonials to see that some felt this same reluctance initially as well, but found it to be the critical difference.

Why are the “Top Talent” candidates so hard for companies to find on their own?

As many of our clients can attest, it is hard to find the “Top Talent”. Typically when a company is seeking to hire someone new, there are only two types of people readily available from the Job Boards and from advertising. These are the “unemployed” candidates and those who we refer to as the “mentally-unemployed” candidates.

The unemployed are all too often unemployed for less than a positive reason. Further most “mentally unemployed” candidates, while still employed, do not like their current situation. They often complain about their boss, their workload, their salary, their company, etc. Many have a negative effect on the morale of the rest of the team.

These two readily available candidates, the unemployed and “mentally unemployed” are not often considered to be in the top 20% by their previous employers. Most of our clients prefer not to interview these candidates.

The Top Talent candidates often develop relationships with good search firms, asking them to “keep their eyes open” for opportunities that would help the candidate further their career development and reach their career goals. Therefore they do not need to be looking, opportunities are brought to their attention.

How can AGS find the “Top Talent” when other contingency firms cannot?

Our Standard Operating Recruiting Process is to identify those candidates who excel at what they do. This is accomplished through referrals from other candidates with whom we have established excellent relationships. Our researchers and recruiters engage in this process on a daily basis.

Our candidate pool, made up of Senior Management, HR, and IT professionals, know and work with other professionals who they respect as top performers. We simply ask them for recommendations or referrals.

Over the past 30 years as an organization, we have had over 40 recruiters interviewing on average 100 - 120 candidates/year. This has resulted in over 100,000 candidates we’have met. We have amassed an enormous network to tap into when a client seeks a “Top Talent”.

When we are referred to someone who excels, we reach out to this individual and inquire as to their interest in “being kept aware of an opportunity that is potentially better for their career goals, than their current position?” When this person indicates an interest, we meet, evaluate, and gain an understanding of what an opportunity would have to offer in order for them to be willing to move to a new employer.

Again, this approach allows us to identify and recruit those candidates are not aggressively looking. They are not posting their resumes on the Job Boards and they are usually highly skilled and talented.

A large factor in our success at being able to locate the Top Talent is the size of our team of highly skilled and experienced recruiters. Where many competitors are small 1 or 2 person operations, we can draw on the efforts of over 40 recruiters as well as dedicate a team of 4-5 recruiters directly to the needs of a client.

How can AGS afford to NOT charge a Retainer Fee?

Retainer Search Firms work solely on long-term searches. One search at a company may be the only business they get from that firm for an entire year. They have extremely high overhead, primarily the salaries of Researchers, Recruiters and Business Development Reps. Due to the length of search assignments, they need to charge their up front retainer to be able to employ the staff to deliver the quality to their client.

AGS employs top talent who prefer to be “Paid for Performance” via commission. In addition, they recognize that proper due diligence and follow through on the processes of our IDEAL Solution, will increase the likelihood of long-term business relationships with specific clients.

By learning everything we can about our client and how to present their opportunity to the Top Talent candidates, we maximize the use of our time. We work with fewer clients, but by being more dedicated to the few, we fill more positions in total.

Gone are the days of relentless and ineffective “cold-calls”. We can afford to work on contingency, because we get repeat business from our clients.

Why are most contingency firms so ineffective?

From clients over the years, we have been told that recruiting firms are ineffective because they: