IQTalent Partners is revolutionizing talent acquisition.
Our innovative model, recruiting and executive search on-demand, means effective and adaptable talent acquisition solutions without commissions or inconsistent contractors. As a top recruiting company, we’re your on-demand partner for all your hiring needs.
We have 150 U.S. based consultants and the bandwidth to scale up instantly to your largest hiring challenges.
We’ll adapt to your process while we augment your in-house team.
Our data is your data; we’ll provide authentic access to all candidate information. And you can keep it.
Quality hires efficiently while you predict and control costs effectively.
Build Your Team
When you engage with IQTalent Partners, you’re adding a wealth of recruiting, executive search, sourcing, and talent acquisition experience to your team, instantly. And, you get the assistance without the commitment! Our on-demand, billable hours model allows you to turn it on, turn it up, or turn it off at any time. Sound like what you need? Let’s get started.
From startups to Fortune 500s, everyone has a budget
We’ve developed a recruiting model that scales with your needs, bills by the hour, and keeps the finance department happy.
Results You Can Trust
The Proof is in Our Performance, Just Ask Our Partners
The final cost was far less than expected.
The quality of the candidates (provided by IQTP) and how quickly they forwarded those candidates through was best-in-class. The final cost was far less than the traditional (commission) model and far less than I expected.
Vice President of Worldwide Sales, XMOS
Their unique approach saved us time and money.
IQTalent Partners overproduced on every level. I was able to leverage my internal resources effectively because of my confidence in their ability to find the candidates I needed. Their unique approach saved us time and money. IQTP genuinely delivers on what their name promises: a partnership.
Executive Vice President of People, Mid-Sized Technology Firm
2020 Hunt Scanlon Top 30 Recruiting Firm
Candidate Sourcing Strategies to Win 2021
The last year flipped recruiting processes upside down, changing many of the traditions and practices HR leaders had become accustomed to at work. With an expedited rise in digital transformation and a movement toward virtual work, recruiters must find unique strategies for meeting candidates where they are. A lack of available talent and an increase in the competitiveness in the hiring space means that modern recruiters need to distinguish themselves and create an enjoyable candidate experience.
Candidate Sourcing Strategies To Build Your Talent Pipeline | IQTP
This article about candidate sourcing strategies was originally published in September 2018. All relevant statistics and copy have been updated as of April 2021.
Attracting qualified talent is a core goal of HR teams throughout the world. This competitive hiring landscape can be especially challenging for companies to stand out from the competition. If you want to stay competitive, you need to source quality talent that is screened and ready for positions in the future. But waiting for these qualified passive candidates to reply to your outreach may not fill your pipeline quick enough, so we’ve gathered our favorite candidate sourcing strategies.
Best Practices For Recruiting Passive Candidates
A recruiter’s job never ends. Whether it is sourcing new candidates to add to your existing talent pools, responding to candidate outreach, or nurturing a passive candidate for a potential future role, recruiters need to find ways to maintain their competitive hiring advantage. Understanding the nuances of recruiting and talent acquisition can help you better customize your passive talent approach. Overall, the majority of surveyed recruiters feel that passive candidates are better quality than active candidates. But, what is it that makes a candidate active or passive? And, how do you navigate the differences in recruiting strategy?
Below we compare and contrast active and passive candidates and offer critical insight into best practices for recruiting passive candidates.