Services

Talent services built around the decision.

TNC connects recruiting strategy, direct market engagement, human screening, consent-based representation, career advisory, and professional collaboration through one disciplined operating standard.

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Executive leaders in a focused strategy discussion overlooking a city. — Executive recruiting architecture

The service architecture

Enter through the need. Move through one accountable path.

Twelve Ninety Connections provides direct-hire recruiting, contingent and retained search, executive and leadership search, project recruiting, RPO and fractional talent-acquisition support, direct sourcing, confidential search, talent mapping, structured candidate screening, candidate representation, professional career services, and recruiting-network collaboration. We support employers and professionals through relationship-driven execution, market intelligence, clear communication, and long-term connection development.

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Employer Recruiting Services

Core, scalable, sourcing, and full-cycle support.

The exact model, deliverables, commercial terms, and responsibilities are confirmed in the governing agreement.

Direct-Hire Recruiting

Full-cycle recruiting for permanent positions, from hiring-needs discovery through accepted offer and placement follow-up.

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 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.

Structured Candidate Screening and Qualification

Human-led evaluation of relevant experience, scope, accomplishments, compensation, logistics, motivation, interest, risks, and unknowns.

Talent Matching

Comparison of verified experience, qualifications, goals, logistics, and preferences against the employer’s actual requirements.

Candidate Presentation

Structured presentation of consented candidates with measurable results, motivation, availability, strengths, concerns, and unresolved questions.

Interview Coordination and Process Management

Scheduling, preparation, hiring-team coordination, feedback, next-step communication, delay management, and candidate-engagement support.

Offer, Acceptance, and Closing Support

Support concerning compensation alignment, timing, notice periods, counteroffer risk, acceptance, start date, and placement follow-up.

Recruiting Follow-Up and Relationship Management

Ongoing communication with candidates and employers to keep searches responsive, organized, and moving toward a decision.

Talent strategy & employer intelligence

Read the market before making the next decision.

Intelligence is derived from the active search and available evidence. It informs accountable, human-led evaluation and decision-making.

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.

Candidate recruiting support

Employer-paid representation, clearly separated from paid services.

Candidate recruiting support carries no placement or representation fee. Paid career-development services remain a separate engagement.

Career Discovery Conversation

Discuss experience, career direction, target roles, interests, compensation, geography, travel, work arrangement, timing, motivation, and goals.

Confidential Opportunity Matching

Evaluate verified opportunities against experience, priorities, compensation, location, travel, timing, and career objectives.

Resume and Professional-Profile Intake

Review and organize the résumé, LinkedIn profile, work history, accomplishments, leadership scope, preferences, and availability for recruiting purposes.

Professional Candidate Representation

Present a professional to an approved employer only after role-specific discussion and authorization.

Interview Preparation for Represented Opportunities

Prepare for the employer, position, format, likely focus areas, relevant accomplishments, questions, and next steps.

Interview and Process Guidance

Support scheduling, preparation, feedback, follow-up, expectations, and communication throughout an active recruiting process.

Offer and Career-Decision Support

Support evaluation of compensation, incentives, benefits, scope, leadership, geography, travel, timing, growth, counteroffers, and long-term alignment. This is not legal, tax, investment, or financial-planning advice.

Long-Term Talent Network

Maintain professional relationships for future opportunities, referrals, hiring connections, and long-term market conversations.

Professional Referrals and Connections

Make relevant, authorized introductions or referrals when appropriate, without promising a specific outcome.

Five service divisions

Recruiting. Strategy. Candidate support. Career development. Partnership.