Talent Acquisition
In high-performance companies, the competition for top talent is intense, leaving little margin for recruitment errors. The cost of hiring the wrong person can be substantial, and when combined with the time expenditure from the hiring team, it underscores the need for a strong return on investment when partnering with a search firm.
Our search process is thorough, methodical, and optimized to enhance every phase of the recruitment lifecycle. We take pride in handling highly complex searches while consistently delivering high conversion rates, ensuring that clients have access to the most qualified and diverse pool of candidates. Additionally, we prioritize transparency throughout the process, which we believe is essential for securing a long-term fit between client and candidate.
How We're Different
1 - DISCOVERY
DEEP DUE DILLIGENCE
We believe that the foundation of an efficient and successful search process lies in thorough due diligence from the outset. Unfortunately, many search firms approach the initial stages with only a surface-level understanding, either hesitating to ask critical questions or lacking the technical expertise to know what to explore. This superficial approach often leads to poor execution, costing clients valuable time and resources while delaying the fulfillment of pressing hiring needs. At Coherence, we prioritize gaining a deep, comprehensive understanding at the start, significantly reducing the likelihood of errors and ensuring a more seamless and effective search process.
2 - STRATEGY
'GO TO MARKET' PLAN
A well-crafted ‘go-to-market’ strategy is essential—not only to identify the right candidates but also to capture their attention and interest effectively. Many search firms lack a thoughtful approach, relying instead on generic methods like keyword searches on LinkedIn combined with mass template messaging. This scattershot approach often fails to attract passive candidates, let alone top-tier talent, particularly those in high demand. Worse, it can cause collateral damage to a company’s reputation, often without the client even being aware.At Coherence, we take a fundamentally different approach. We prioritize building a deep understanding of the ideal candidate profile and use targeted, strategic outreach to engage exceptional talent, ensuring our clients receive the best possible candidates without compromising their market presence.”
3 - ENGAGEMENT
CANDIDATE MANAGEMENT
Many search firms hire recruiters with a sales-driven mindset, incentivized by commission-based compensation. While this approach can generate revenue, it often attracts individuals who focus more on ‘selling’ opportunities rather than engaging candidates in a meaningful and transparent way. These recruiters may emphasize only the most appealing aspects of a role to ‘convince’ candidates, which can lead to misalignment and dissatisfaction down the line. At Coherence, we take a fundamentally different approach. We view our role not as persuaders but as trusted advisors, committed to providing candidates with a balanced and honest view of every opportunity—including its challenges. By fostering transparency and open dialogue, we help candidates make informed decisions based on a clear understanding of both the strengths and limitations of a role. In return, we expect the same level of candor from candidates, ensuring mutual alignment. To support this process, our candidates undergo rigorous behavioral interviews and, in some cases, psychometric assessments to confirm suitability for both the role and the organization.
4 - SELECTION
CLIENT MANAGEMENT
Many search firms claim to adopt a consultative approach but operate in a transactional manner. Just as sales-driven recruiters aim to ‘convince’ candidates, they often try to ‘convince’ clients rather than engaging in a transparent, fact-based dialogue. At Coherence, we view our role differently. Our mission is to inform and guide our clients, ensuring they have a clear and accurate understanding of the search process and the suitability of candidates. Transparency and honesty are the cornerstones of a genuine partnership. This means sometimes delivering difficult truths—even when it conflicts with the urgency of a hire—because informed decisions lead to better long-term outcomes. Coherence fosters transparency by presenting clients with actionable data and objective facts, avoiding reliance on unsubstantiated anecdotes or intuition. This disciplined approach builds trust and ensures alignment, enabling us to deliver the right talent for your organization.
5 - PLACEMENT
OFFER & ACCEPTANCE
All too often, a candidate completes the interview process, the client extends an offer, and it is unexpectedly declined—leaving all parties frustrated. Many search firms attribute these situations to compensation issues, using it as the default explanation for a failed hire. However, in the vast majority of cases, the real cause lies in a failure to understand the candidate’s true motivations or address lingering uncertainties about the opportunity. At Coherence, we implement a structured framework throughout the search process to ensure both the candidate and client continuously refine their understanding of all critical factors influencing the decision. This proactive approach reduces the likelihood of late-stage negotiation challenges and minimizes the risk of a declined offer. Instead, the focus shifts to completing reference checks and other pre-onboarding steps, saving time and avoiding unnecessary setbacks
6 - MONITORING
POST-START
One of the most common frustrations clients and candidates share about search firms is the lack of follow-up after a search is completed. Even after a candidate has started their role, the search process isn’t truly over. While the earlier stages of the process should significantly reduce the risk of a poor hire, challenges can still arise during the candidate’s cultural integration. Although it’s not the role of the search firm to manage the new hire, it is essential for the firm to remain engaged. Periodic check-ins with both the client and candidate can provide valuable guidance, address potential concerns early, and help facilitate a smooth transition, ensuring long-term success for both parties