Continental Search & Outplacement, Inc. is a professional search firm that provides a valuable service to our clients. Our primary service is to identify, recruit, and refer candidates for potential hire by our clients. We earn our fee when a candidate we have referred to a client is hired.

In the process of completing a search, our efforts include most, if not all, of the following:

• Researching your company and the type of employee you like to hire;
• Taking a complete job order and developing a working relationship with the hiring officials and/or HR representatives;
• Locating the appropriate companies whose employees your company might find attractive;
• Recruiting candidates considered desirable by your company, sometimes spending hours on the phone with them to ascertain their suitability to your company's needs;
• Assisting candidates in producing a viable resume;
• Presenting the candidate to the hiring official, including submitting the resume to the hiring official and/or HR representative;
• Ensuring that the candidate is available and ready to telephone interview, and arranging for the telephone interview with both the candidate and the hiring official;
• Performing follow-up with the candidate and the hiring official to ascertain continuing interest and provide timely and specific feedback;
• Assisting in arranging a personal interview (including making numerous calls to the company, the candidate, and sometimes the hotel, rental car service, local real estate agent, and/or the local Chamber of Commerce to get a packet sent to the candidate);
• Talking with the candidate's spouse or significant other to determine their level of interest and to answer questions, if possible, regarding the location, company and opportunity;
• Providing resources to cost-of-living comparison for the candidate to ensure that he/she is aware of the financial advantages of relocation to the area (this is done only after our research proves it actually is a financial advantage);
• Preparing the hiring official and the candidate for the personal interview, often performing last minute or emergency duties to assure that "all things come together" for the interview;
• Again, performing follow-up with the candidate and the hiring official to ascertain continuing interest and provide timely and specific feedback;
• Talking with the hiring official to discuss the candidate's financial, professional, and personal needs in order to generate the most productive and attractive offer package;
• Working with the hiring official to extend the offer;
• Preparing the candidate to evaluate and respond to the offer;
• Working with the candidate to secure acceptance of the offer; and
• Coordinating with the hiring official and candidate to schedule a confirmed start date.

Once the offer is accepted, our work does not end there. We continue our efforts by:

• Making sure the candidate resigns from their current employer, often times assisting them with creation of a resignation letter;
• Informing and educating about a potential counter-offer, and preparing the candidate to reject a counter-offer from his/her current employer;
• Assisting the candidate in relocation difficulties, if possible; and
• Making sure to the best of our abilities that the candidate reports to work on the designated start date.
• And, here is the best part: ALL OF THIS IS DONE WITH NO CHARGE TO YOUR COMPANY. Up to this point, our services are absolutely free.

The incentive beauty of a contingent search is that our clients only pay a fee when they have hired a candidate who we have referred to them.

Our standard contingent search fee is thirty percent of the candidate's first year's compensation. There is a minimum fee of fifteen thousand dollars.

Occasssionally a search will be so interesting or so easy that we will discount our fee.  We discuss this over the phone with interested, qualified prospective clients.

While many other search firms may be willing to work at substantially discounted fees (perhaps because they really need the business), think about how this will change if their business improves. Most recruiters have in place either a formal or informal process of evaluating current or prospective clients, and prioritizing their search assignments. One of the first criteria to consider when prioritizing them is the fee percentage a client is willing to pay for a search assignment.

Any search assignment with a fee less than twenty-five percent would automatically be classified as "low priority." But, it‚'s not the recruiter who has given that search assignment a low priority. In fact, the moment an employer says that they will pay only a twenty percent or less fee, then they are implicitly stating that filling the position is a low priority for them. If all other factors are equal, then a recruiter will always refer a qualified candidate to the employer who has indicated by their actions that filling their position is a "high priority" for them.

At Continental Search, we understand that clients usually require our assistance only to fill those positions upon which they've placed a high priority. We understand the importance of finding the right candidate for the position. We also know the effort required to successfully complete a search assignment. Therefore, we would be doing our clients a genuine disservice by allowing a search assignment to be performed with such a low priority attached to it. If our clients do not need the services we provide under a contingent search, then we will be happy to provide a menu of a la carte services and rates from which to choose.

Absolutely! We'll be happy to provide you with clients and/or candidates that would be happy to speak with you regarding our services. Please call us to request some references (888) 276-6789.

A simple phone call is all it takes! Just call and tell us your specific needs. We'll send you a search agreement and will be happy to begin your search once we receive the signed agreement back from you. Call Dan Simmons, CPC at (888) 276-6789.