Helping Employers—
Hire Better, Hire Faster
Employment Strategies for Today's Market
Specific Hard-to-Fill Roles & Criticial Hires
When a critical or hard-to-fill role is your priority, this is where our experience comes in. Based on a thorough discovery call with you, we personally interview prospective candidates face-to-face, to evaluate the quality of the match. We evaluate not only their qualifications, but their genuine interest in your company, your role, their cultural fit and much more, before presenting them to you.
We provide Retained & Hybrid search options depending on the assignment. (Hybrid is part Engagement and part Contingency fee.)
Industries, Roles, Levels, & Clients
Teams led by Bob Miller, CPC, have matched more than 3,000 candidates with clients over 45+ years. Our experience spans virtually every business function and a wide range of industries — from startups to Fortune 500 companies, and from staff-level professionals through managers, directors, VPs and C-suite executives.
- Bank of America
- Goldman Sachs
- JPMorgan Chase
- State Street
- Fiserv
- AVEVA
- Phillips Van Heusen
- DSV / Panalpina
- Toys 'R Us
- Cloudvirga
- OSIsoft
- Kaseya
- SnapFinance
- MIAX
- StyleSeat
- Dickey
- SpillStop
- Crestron
Bob and the team continue to take on traditional recruiting assignments for harder to fill roles. However, each company deserves a personalized solution, not a same-size-fits-all or cookie cutter approach, where recruiting firms compete against each other. This approach leads to firms throwing dozens of resumes of candidates, who they have not personally interviewed, at a client, in hopes of beating a competitor to a fee.
Upfront client communication enables fast, efficient results — We fill the role typically within 1 to 3 candidates.
Have a Partuculary Difficult Position to Fill?
Let's discuss how our recruiting approach can help.
Automated Outreach for Talent
When hiring, most Founders and Heads of Talent focus only on filling the immediate opening(s) at hand. With the technologies available today, you are missing an opportunity to gain a major advantage over the competition for attracting top talent.
The common reason we hear for not implementing a proactive automated outreach is; "We don't have the time." This can take less than an hour to set up and it runs on autpilot.
One benefit: when future roles open, you will have a database of talent to contact to fill the role. It requires no time, no effort and is very low cost. Let us show you how.
Find & Nurture Passive Talent
The best candidates are rarely applying to job posts. We help you identify and reach those professionals directly using proactive and automated outreach.
Build and continually nurture your own targeted talent pipeline — so when a hiring need develops, you already know who you want to approach.
Selecting AI & Recruiting Software
Today's technology has dramatically changed the economics of recruiting. But with so many search, contact-data, outreach, screening, interviewing, ATS and CRM platforms available, choosing the right combination can be overwhelming.
We help you determine which tools fit your recruiting goals, budget and existing process — and help you put them to work.
At No Cost to You: Our recruiting technology recommendations are complimentary. We help you evaluate the tools and strategies that best fit your needs, budget and hiring goals. Our objective is to build a long-term relationship — helping you strengthen your internal recruiting capability, and earning the opportunity to assist when you have an important or particularly difficult-to-fill position.
Some software providers may compensate Bobby M Affiliates when you select their platform. Our recommendations are not limited to those companies, and there is no cost to you for our advice.
Let's Discuss Your Recruiting Strategies & Proctive Outreach
Scaling, planning to hire, or looking to improve your recruiting capability?
Employers: It Ain't Easy
Of course the need and demand still exists for talented employees who can deliver significant results. Finding this talent and building networks of candidates to draw from both today and in the future can be a simple automated process running behind the scenes to build connections with high achievers. Time to embrace the changes.
Every VP, Director or Manager of Talent Acquisition and Recruiting who I've ever dealt with, has truly impressed me with the amount of work they can juggle, stress they can handle and roles they can recruit for. Not to mention doing this for multiple Hiring Managers at the same time.
Each Founder, CEO, CTO, VP, Director of Technology, Sales, Supply Chain etc. who I've had the privilege to fill roles for, have also impressed me with their work ethic and ability to deliver results often while extremely understaffed and over-worked.
Fortunately as technology and AI advance there are an increasing number of opportunities to tools to use that ease their workload and speed the proces of these administrative and mundane tasks.