Why OnPoint Recruitment
Built for the Searches That Are Hard to Get Right
Leadership and professional search for important, difficult-to-fill positions where finding the right person matters more than generating more candidates.
Sometimes posting the position, searching the usual sources and reviewing more resumes simply doesn’t produce the person you need.
When the Hire Really Matters, the Approach Has to Change
Some positions carry more consequences than others. A leadership hire can affect an entire team. A sales leader can affect revenue. An operations leader can affect performance across the business. When a position has that kind of impact, simply filling it isn’t good enough.
Difficult searches stall for different reasons. Sometimes the right people aren’t applying. Sometimes the requirements don’t match the market. Sometimes the same candidates keep appearing and internal recruiting has gone as far as it can.
Before we start searching, we want to understand what’s actually making the position difficult to fill.
The Problem We Solve
Most companies don’t come to OnPoint Recruitment because they need more resumes. They come to us because the resumes they’re getting aren’t producing the right hire. And clients often come to us after an internal search or traditional recruiting effort hasn’t produced the candidate they need.
The position may have been open too long. The strongest candidates may already be employed. Or the company may simply need someone who has successfully handled a very specific challenge before.
That’s where a targeted search makes a difference.
The OnPoint Recruitment Difference
Our approach is straightforward: understand what the client actually needs, go into the market to find it, and stay closely involved until the search is completed.
We Don’t Rely on Applicants
The strongest candidates are rarely applying. In fact, approximately 80% of candidates we place were not actively seeking a new opportunity when first contacted.
We identify experienced people who are already succeeding in similar roles and approach them directly. Many would never have applied for the position on their own.
Understand the Search Before Starting It
Before we contact candidates, we want to understand what success in the position actually looks like, not just what’s written in the job description. That includes what the person needs to accomplish, the environment they’re walking into and what will make someone successful there.
That also gives us a chance to identify requirements that may be making the search unnecessarily difficult.
Senior-Level Involvement Throughout the Search
We intentionally limit the number of searches we accept so each engagement receives the attention it requires. Founder Mark Jones remains directly involved throughout every search, giving clients consistent access to senior search leadership from kickoff through placement.
We Stand Behind Our Placements
Every search is backed by our 60-Day Performance Guarantee. We don’t consider a search successful simply because someone accepted the offer.
How Candidates Are Treated Matters
Candidates know where they stand. We communicate throughout the process, set realistic expectations and don’t disappear when there isn’t an immediate update.
A candidate’s experience with the recruiter becomes part of their experience with the client we’re representing. We take that seriously.
Why Difficult-to-Fill Positions Require a Different Approach
A difficult-to-fill position doesn’t always mean the right candidates aren’t out there. Often, they’re simply not applying. They may be successful where they are, well compensated and unwilling to consider a move unless someone gives them a good reason to listen.
Reaching those people requires direct outreach and a different kind of recruiting conversation.
When OnPoint Recruitment Is the Right Fit
- An important leadership or professional position has been difficult to fill
- The same candidates keep appearing and the search has stalled
- The people you want to reach aren’t actively looking
- You’d rather interview a few well-matched candidates than review more resumes
- The cost of making the wrong hire is significant
When We’re Probably Not the Right Fit
- High-volume recruiting
- Situations where speed is the only priority
- Companies primarily looking for a large volume of resumes
- Positions that can be filled effectively through job postings and active applicants
Have a search you’d like to discuss?
If you’re dealing with an important leadership or professional position that’s proving difficult to fill, we’d be happy to talk through what you’re seeing in the market and whether a targeted search makes sense.