How Are We Different?
Not only is staff tenure our obsession for our client companies and candidates, as we strive to help both parties with long term mutual success and growth.
But also for our own team. We are incredibly proud of our own incredibly loyal, collaborative and supportive team.
Our philosophy: The beliefs, aspirations and long term interests of a candidate need to be in alignment with those of the client company. Our team applies a unique 3D recruiting model to tackle the most difficult searches. This emphasis on matching personality to culture - as opposed to simply matching resume attributes, inspires us to search for candidates through a different lens.
It’s why we’re peerless in the success we’ve had filling key niche roles for which the recruiting criteria was never clearly defined or finalized at the outset of the search.
Confidentiality, empathy, tact and diplomacy are essential recruiting skills. Sadly most recruiters fall short of truly understanding what a Candidate has done, could do and really wants to do. Most candidates have some idea of what roles and options may be open to them; but most need guidance and access to ‘The Hidden Job Market’.
Client companies rely on us to find the most valuable person: the 'A' player. The visionary leader who can roadmap and turn a company around; the driven Rainmaker; the Team Builder, The Creator or The Catalyst. Our client decision makers expect qualified candidates with way more than just the required skills or experience. Usually such candidates are head-down and very busy achieving.
They may be well known or identifiable; but bringing them to the table is often another matter.
The candidates we work best with are those who are doing well but are ready for a positive career move - rather than 'just looking for another job'. Finding and working with such people is our specialty. Management skills, technical strengths and business acumen are not easily gauged from resume or online methods alone!
FAQ
What is your approach to recruitment?
We try to put ourselves in our candidates’ shoes. We don’t pretend to be able to emulate how a candidate might think or feel, let alone want – and we never make assumptions. But we ask lots of questions and we listen. We try to imagine how a candidate would feel in any considered new company environment, culture and role based on our adaptive learning.
We don’t bring candidates to situations that we personally wouldn’t want if we were in their shoes. We strive to fundamentally understand what a candidate has done, could do and truly wants to do.
What is your approach to client services?
We are totally accountable to our clients and can only sleep at night if they are happy. We would never recommend for hire a candidate whom we wouldn’t want to hire if we were the hiring manager. Our reputation is everything to us in our world. We are passionate about what we do - we only win if everyone wins: Client and Candidate in a mutually agreeable outcome. Nothing makes us happier than when we revisit our clients companies and hear how their new hires have progressed and are excited to build their own teams.
What is your brand value?
The name “Parallel Futures” was literally created out of our desire to bring employer and employee together for optimal long term mutual alignment. This is our brand and ethos. Our goal was to differ from our competition and to totally avoid bad fit scenarios. We always want to do the right thing. But we hear all too often of churn in the context of recruiters who simply don’t care.
It isn’t about short term gain to us it’s all about the long term. Since our beginning, we’ve always strived to be different from the competition. We’ve heard the horror stories. We’ve had new client companies call us for a refreshing change.
Why Parallel Futures?
We find that the smaller boutique and startups that don't have the luxury of a strong brand name presence find it much harder to attract top talent.
For any smaller firm in its prime, just one single bad hire can have catastrophic effect on team culture, morale, client reputation, revenue and growth. Invariably such companies seek top-performing professionals and consultants as partners to their clients, driven by the quality of delivery; committed to the development of the team members; contributing in all ways to help grow the business.
Usually the most desired of this genre are constantly on the go: in front of clients, in huddle with team colleagues, or pounding the airport terminal corridors! Identifying these people, getting their attention and bringing them to the table is where we can truly add value. Especially given most are too busy to look for a job, and are likely unfamiliar with the identity of such a growing firm that could truly make them happy.
Some Data: we believe our stats are truly unique:
- A surprising number of our client companies still employ 65-100% of all hires made through us since 2008.
- Typically 70%+ of resumes presented are interviewed. *
- Two-thirds of 1st Interviews proceeded beyond 1st interview. *
- Historically 45% of placements came from the 1st resume presented.
Given our values and ethos we seek only the brightest, most intelligent, personable and engaging staff for our own team members. After the highest standards of integrity, the next most crucial skill for our team members is empathy. After asking the right questions we have to listen to our candidates and our clients in order to understand what we need to know. We are adaptive learners. We want to be your partner and bring only the people who fit your culture.
[*= PFI Historical data as of last audit]
