Direct-Hire Recruiting
Full-cycle recruiting for permanent positions, from hiring-needs discovery through accepted offer and placement follow-up.
For employers
Targeted recruiting and talent strategy for verified hiring needs.
TNC provides core and scalable permanent-hiring support, direct sourcing, full-cycle delivery, and employer intelligence through relationship-driven execution.
The employer mandate
Protect leadership time. Improve the quality of the decision.
The search begins with the outcome—not an activity count. TNC connects the role, the market, and the evidence required to make a sound hire.
Employer Recruiting Services
Core search, scalable capacity, sourcing, and pipeline development.
Scope, fees, responsibilities, and service terms are defined in a written agreement before work begins.
Contingent Search
Performance-based recruiting in which the placement fee becomes due when a candidate introduced by TNC is hired, subject to the signed agreement.
Retained and Priority Search
Dedicated, milestone-based recruiting for critical, specialized, confidential, leadership, or difficult-to-fill positions.
Executive and Leadership Search
Targeted recruiting for professionals responsible for leadership, revenue, operations, growth, people, territories, projects, or organizational performance.
Professional Recruiting
Permanent-placement recruiting for professional, technical, corporate, operational, administrative, sales, and management positions.
Confidential and Replacement Search
Discreet recruiting for sensitive replacements, succession needs, leadership transitions, competitive expansion, or unannounced positions.
Project Recruiting
Recruiting support for a defined hiring campaign, expansion, location opening, territory buildout, business unit, or concentrated hiring period.
Recruitment Process Outsourcing Support
Recurring or multi-position recruiting support for organizations that need more recruiting capacity without immediately expanding their internal department.
Fractional Talent Acquisition Support
Part-time or project-based recruiting execution for organizations experiencing temporary internal recruiting-capacity gaps.
Expansion and Multi-Location Hiring
Recruiting for new markets, territories, business units, locations, regions, or recurring positions across several geographic areas.
Direct Sourcing
Identification and direct outreach through research, professional platforms, referrals, industry intelligence, and relationship development.
Passive-Talent Outreach
Targeted engagement of professionals who are not actively applying but may consider the right opportunity.
Candidate Pipeline Development
Development of talent pools for current, recurring, future, anticipated, and difficult-to-fill hiring needs.
Talent Mapping
Research identifying relevant professionals, titles, target companies, competitors, adjacent backgrounds, geographic markets, and available talent pools.
Talent Strategy & Employer Intelligence
Calibrate the role, the market, and the hiring process.
Search-derived intelligence and advisory support strengthen accountable, human-led decisions. Human-led. Intelligence-assisted. Evidence-based.
Hiring Needs Consultation
Clarify the business need, expected results, role scope, reporting relationship, compensation, timing, interview process, and target candidate.
Recruiting Strategy
Develop the plan used to identify, engage, evaluate, and hire appropriate professionals.
Search Strategy and Execution
Define target profiles, sourcing channels, outreach, screening standards, reporting, priorities, and timelines.
Search Calibration
Review title, seniority, requirements, compensation, geography, travel, timing, candidate availability, and search feasibility.
Role Calibration
Separate essential requirements from preferences so avoidable restrictions do not damage the candidate market.
Job Description Development
Create or improve market-ready job descriptions aligned with actual responsibilities, expected outcomes, compensation, and candidate-market realities.
Talent-Market Intelligence
Surface search-derived intelligence on candidate availability, scarcity, competitive hiring, geographic limits, objections, feasibility, and talent-pool quality.
Compensation Intelligence
Provide practical market feedback on candidate compensation expectations and reactions, without presenting it as a formal compensation survey.
Competitor Talent Research
Identify companies and organizations employing professionals relevant to the client’s hiring objectives.
Workforce Planning
Identify priority positions, capability gaps, succession concerns, anticipated hiring, future pipelines, and phased hiring needs.
Interview Process Design
Develop or review interview stages, evaluation criteria, interviewer roles, feedback expectations, and decision timelines.
Hiring Manager Advisory
Guide role definition, candidate evaluation, interview preparation, market conditions, and search execution.
Recruitment Process Consulting
Review sourcing, screening, interviewing, feedback, decision, offer, and communication processes for friction and lost-candidate risk.
Candidate Re-Engagement Campaigns
Structure outreach to former applicants, previous finalists, dormant prospects, prior referrals, existing talent communities, and appropriate alumni.
Recruitment Marketing Support
Support job messaging, opportunity descriptions, candidate-facing content, sourcing campaigns, and recruiting communication.
Employer Brand Support
Communicate the opportunity, leadership, growth, work environment, employee value proposition, and reasons qualified professionals should consider joining.
Talent Pipeline and Relationship Development
Develop candidate relationships, referral sources, emerging leaders, future hiring pools, and succession-supporting networks.
Full-cycle delivery capabilities
Human-led delivery from qualification through follow-up.
Each stage produces the context required for the next responsible decision.
- 01
Structured Candidate Screening and Qualification
Evaluate relevant experience, role scope, seniority, measurable accomplishments, compensation, logistics, motivation, interest, risks, and unknowns.
- 02
Talent Matching
Compare verified experience, qualifications, goals, logistics, and preferences with the employer’s actual requirements.
- 03
Candidate Presentation
Present consented candidates with experience, measurable results, motivation, availability, strengths, concerns, and unresolved questions.
- 04
Interview Coordination and Process Management
Coordinate scheduling, preparation, hiring-team communication, feedback, next steps, delays, and candidate engagement.
- 05
Offer, Acceptance, and Closing Support
Support compensation alignment, timing, notice periods, counteroffer risk, acceptance, start date, and placement follow-up.
- 06
Recruiting Follow-Up and Relationship Management
Maintain responsive communication with candidates and employers to keep the search organized and moving toward a decision.
What happens before an interview
Less unqualified noise. More decision-ready context.
TNC clarifies the areas below before recommending that employer and candidate time be invested in a formal interview.
Resume review
Relevant background and operating context
Focused screen
Motivation, communication, and role interest
Role experience
Evidence connected to the actual outcomes
Pay alignment
Known base and total-compensation expectations
Availability
Notice period and realistic start timing
Logistics
Location, travel, commute, or relocation viability
Communication
Clarity, responsiveness, and professionalism
Follow-through
Reliability and continued interest in the process
Proof of work
Measured by clarity and movement—not vanity metrics.
Market calibrated
Requirements are tested against compensation, location, supply, and candidate reality.
Human reviewed
Introductions carry role-specific context, motivation, and known constraints.
Decision supported
Interviews, feedback, next steps, and closing risks remain visible through the process.
Testimonials & reviews
Client perspectives, published with permission.
TNC does not invent, anonymize, or rewrite praise into a testimonial. Client reviews will appear here after the reviewer approves the exact wording and attribution.
Verification status
Awaiting approved client reviews
Publication requires identity confirmation and written permission for the exact quote and attribution.
Share a client reviewStart with the business need
Bring the role. Leave with a clear search path.
Share the hiring outcome, timing, and known constraints. TNC will clarify the responsible next step.