What do we mean, by “Candidate Experience”?

Too often in hiringland, folks get things wrong: they act like they’re doing you, a candidate for their job, a favor by talking to you at all! Traditional agency recruiters aren’t innocent of the attitude either; many treat their candidates like a commodity. We started Re-factor because we recognize this misstep as where recruiting goes off the rails. For us, the candidate is the client, and helping them is what we do.

Ok, great! How do we manage that?

Our approach to Candidate Experience is informed by a few strongly held beliefs: 1) our own self-interests matter very little in the scheme of things and the focus should always be finding the best possible job for the person we're working for 2) we best serve our hiring partners by, first, ensuring a great landing for our candidates 3) for candidates, starting a job search only makes sense if there's a career-problem to solve. 4) Timing is yours to decide: we'll help you search whenever it makes sense for you, not us.

How do you know this isn't just marketing?

Well, you don't unless you know someone we've helped before or you've talked with us. Give us a shot. We're happy to prove it to you ;)

We do, however, make several fundamental promises to everyone we work with:

1. We won't "sell" jobs.
2. If we're not adding value and context to your search, you should fire us.
3. We will always advise but you will always decide how your search is handled.
4. We're experts with deep, diverse experience that encompasses all perspectives of the engineering hiring conundrum.
5. We're technical. We will get it when you share difficult problems you've solved. We will understand what you mean when you describe opportunities that fit well for you.

An entire recruiting team without the overhead.

Most early-stage companies aren’t ready for a full in-house recruiting team. But in order to grow they’ll have to do the work of one.

Recruiting Challenges From Seed To Series G

• Limited time and resources for recruiting
• Lack of Brand Recognition
• Limited/No Recruiting Tools
• Limited or no recruiting expertise
• Exhausted internal referrals
• Need specific talent
• Can’t afford to misspend interview teams’ time

You only spend your time speaking to pre-screened qualified candidates - we handle the rest

1. Benchmarking & Hiring Strategy

   Receive compensation benchmarking, hiring strategy alignment, and best practices based on years of real placement data and execution

2. Recruiting Tools

   Not ready to invest in recruiting tools? We have the tools, subscriptions, software and systems for effective hiring

3. Attract Quality Candidates Via a Decades-in-Development Network

   Year over year, 60-70% of our placements are referrals so we likely already know folks you’d be interested in hiring

4. List Building, Sourcing & Initial Screening

   We do all the list building, sourcing and initial screening to augment our network and to minimize diversion of important resources from your team

5. Pre-screened Qualified Candidates

   Save time by only speaking to pre-screened qualified candidates

6. Submittal to Start Candidate Follow and Beyond

   We’ll be in touch with your hiring team with helpful context around candidate interviews and activity from the submittal all the way through to their successful onboarding within your team.

Seniors to Principals to C-levels in the following tech org verticals:

• Software Engineering
• Product
• Product Marketing
• Demand Gen
• SaaS Sales