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Full lifecycle recruiters perform end-to-end recruiting tasks that may include sourcing, candidate interviewing and qualification, negotiating pay rates, submitting formatted resumes with detailed candidate cover notes, and conducting reference checks. Full lifecycle recruiters work during the US dayshift (Indian nightshift) so they can interact with candidates in real time. Candidates are ready to be submitted to hiring managers without being re-interviewed.

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Most of full lifecycle recruiters have international (US, Canadian, and/or UK) recruiting experience. They perform end-to-end recruiting tasks that include sourcing, candidate interviewing and qualification, negotiating pay rates, submitting formatted resumes with detailed candidate cover notes, and conducting reference checks. Full lifecycle recruiters work during the US day (Indian nightshift) so they can interact with candidates in real time. Candidates presented by are ready to be submitted to hiring managers without being re-interviewed by in-house recruiters or account managers.

The process followed by a full lifecycle recruiter depends on whether is working on accounts where our clients have direct access to hiring managers or VMS (Vendor Management System) accounts where submittals go through a portal to an MSP (Managed Service Provider). When our full lifecycle recruiters work on accounts with direct access to the hiring manager, we qualify the candidate by asking open-ended questions, listening to the candidate’s response, and then asking follow-up questions. Through this process of “drilling down”, we confirm that the candidates have all the skills required to perform the job, in addition to the necessary “soft skills” and behaviors to be a strong cultural fit for the position.

The first steps in getting new business is to identify, contact, and set appointments with prospective customers. Most successful salespeople excel at customer interaction; doing research to identify prospects is not their strength nor a profit-maximizing use of their time. iPlace’s sales lead generation researchers directly replace hours spent doing research by high-earning onshore salespeople with much lower cost hours of offshore researchers.

Using many of the same techniques our sourcers use to identify candidates for jobs, our researchers scour the Internet to find the decision-makers your salespeople need to get in touch with to get a “yes.” The researchers work during the US night (Indian dayshift). Our clients’ salespeople email iPlace the names of the companies where they would like to make contact with decision makers. The next morning the salespeople receive an email from iPlace with verified names, contact details, and background information on decision makers from the specified companies.

Researchers can split their time between providing leads for our clients’ salespeople and candidates for your onshore recruiters. The same researchers providing sales lead generation services can assist your recruiters by providing sourcing services.

Our researchers also provide links to LinkedIn and Facebook profiles, profiles on the corporate website, bios from trade shows and symposiums, and articles and blog posts. These links allow the account manager to quickly learn about the hiring managers they will be contacting prior to calling.

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