About SANINC
What sets SANINC apart from other executive search firms?
SANINC is a team of seasoned recruiters dedicated exclusively to filling professional and executive positions in the metals and plastics industries. We understand these industries on a global scale and in the local job markets. By asking the right questions and focusing on the unique needs of both hiring managers and job seekers, our recruiters simplify the hiring process and bring satisfaction to everyone involved.
If you want a valued recruiting partner, consider the reasons why we outperform the competition.
Our recruiters are deeply knowledgeable of the metals and plastics industries. We understand the products, the language, and the industry nuances. Each day we evaluate new job seekers and new staffing opportunities in metals and plastics.
Our recruiting process begins with developing a candidate search plan. This includes utilizing a full-time research staff, an established database, the latest recruiting technologies, and most importantly, dedicated, personal interaction. Often, the best job candidates may be working for direct competitors and not even thinking about a career change until our recruiting team presents a compelling new job opportunity. It is our goal to uncover the best talent and connect them with the best metals and plastics companies.
Every day we strive to live our guiding principles to sustain high ethics within the recruiting industry. As such, we are great brand ambassadors for your company. We advance and protect your reputation and brand awareness through our professional interaction with all job candidates.
We are committed to providing high-impact talent for our hiring clients. Our full recruiting process is thorough and aims at the best available talent in the industry. Our goal is to provide candidates who meet no less than 90% of your top hiring criteria every time we refer a candidate.
Our 6-Step Recruiting Process
Planning
To help achieve your strategic staffing objectives in the shortest possible time, we want to identify those things about your company—its history, values, and culture—that will excite recruited candidates about using their skills, experience, and personality to make a positive difference as a member of your team. The classic job posting is important; but often it is the details about the job’s challenges, responsibilities, and growth opportunities that will attract the best talent.
Research
Each new executive search begins with developing a plan designed to leave no stone unturned in identifying ideal job candidates and referral sources. Using our extensive in-house staffing database, our research team generates a call list for your job posting. We add to that list by obtaining the most current information from professional social networks and other public and private staffing databases.
Assessment
Available job candidates who fit your employee-search profile are evaluated in two stages. First, recruiters assess the candidate’s skill levels, accomplishments, career goals, and product and territory exposures in your industry. Then, a recruiting supervisor screens a short list of job candidates to determine who best fits the hiring client’s ideal employee profile.*
*Confidential searches can remain such until you choose to engage a particular candidate.
Recruiting
Supported by extensive staffing resources, our recruiters actively recruit quality job candidates from wherever they may be found. While we utilize the latest technologies for recruiting, it is the old fashioned one-on-one phone conversations that are the heartbeat of our recruiting business.
Interviewing
Our recruiters bring about the mutual goals of hiring clients and job candidates by facilitating communication between the two in a timely and efficient manner. Throughout the hiring company’s interview process, we work closely with both parties in scheduling, questioning, listening, informing, and expediting the process to ensure everyone is on the same page. The involvement of our recruiters guarantees a smooth movement forward towards the offer stage or a graceful withdrawal.
Acceptance
Our recruiters ensure a high offer-to-acceptance ratio by closely engaging with both clients and candidates to create offers that meet everyone’s needs and expectations. They navigate the challenges of multiple counter offers and offer guidance through the resignation and onboarding processes to prevent offer rejections and ensure smooth transitions. This involvement is crucial for establishing and maintaining long-term professional relationships and addressing any concerns during onboarding.
our promise
You will NEVER see a job candidate from us that does not meet all three of these staffing criteria simultaneously:
01
Possesses at least 90% of the skills you outline.
02
Is motivated by more than just money.
03
Has expressed specific interest in hearing about your opportunity
Our average recruiting cycle goal from search assignment to accepted job offer is less than 60 days.
An emphasis on fit – over 85% of job candidates placed four years ago are still with the hiring client company.
We have completed 100% of replacement searches in the past 10 years.
Yes, there are lots of headhunters out there. But we can guarantee you won’t find any search or recruiting firm that is harder working, more sincere, or better qualified than we are.
If that sounds good to you, CONTACT US TODAY!