When TOP COMPANIES
Engineers, They Call
Find out how to lower or eliminate costly agency fees
through TalentFusion RPO
When TOP COMPANIES
Engineers, They Call
Find out how to lower or eliminate costly agency fees
through TalentFusion RPO
“TalentFusion has helped us to triple our hiring capability, decrease our time to fill by one week and drive down our costs to unprecedented levels.”
CHIEF PEOPLE OFFICER
“Talent Fusion has gone above and beyond for SRA. They are responsive and dependable and I will look to them for future needs and assistance for my team.”
Director NSS Recruiting
“TalentFusion has been fantastic to work with on a very large and complex hiring project. I would highly recommend TalentFusion to anyone.”
The TalentFusion Enterprise RPO solution outsources all parts of the recruiting process from sourcing to hire. This solution can be deployed throughout an entire organization or in particular functional groups who need a recruiting boost. Our recruiters integrate with your team to provide expert execution and proven recruiting technique.Learn More
The TalentFusion Selective RPO solution can complement any recruiting organization’s capabilities. While we not only dedicate high quality recruiters to your account, we also provide sourcing tools along with our TalentFusion Sourcing Institute proprietary platform which are exclusive to TalentFusion recruiters.Learn More
The TalentFusion On-Demand RPO solution helps organizations manage sudden increases in hiring volume due to a variety of circumstances. Our team of experts can be rapidly deployed to help alleviate immediate recruiting pressures. We are there when you need us and gone when you don’t, giving you ultimate flexibility and cost control.Learn More
Talent Fusion by Monster provides comprehensive recruiting and sourcing solutions delivering top talent to fulfill your company’s growing business and talent demands. Whether your goal is to quickly expand your workforce, hire critical business talent or build a proactive sourcing strategy, Talent Fusion has the answer.
TalentPath is a set of steps and underlying actions, tasks and tools that are easy to follow and implement. The framework of the methodology lies in our defined five principles to the recruitment project management process.Learn More
A leading sports equipment and fashion product developer needed specific talent for key product and technical development areas that are critical to the company’s success. Literally, in some cases, it was estimated that only 100 people in the world possess the job skills and educational requirements required for the roles. They had been utilizing contract recruiters without success.
TalentFusion deployed their elite recruiting team equipped with proprietary recruiting tools to source and ultimately hire the employees needed to develop this forward thinking product.
TalentFusion continues to deliver hard-to-fill candidates and serves as a successful complement to this client’s existing recruiting organization.
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This well established firm has delivered healthcare services for more than 80 years. With a traditional view of recruiting, they were struggling to harness new recruiting strategies to create a competitive advantage in attracting vary scarce clinical scientific skills.
TalentFusion has helped create a shared services approach to recruiting with a sourcing hub accessible to all areas of the company. In addition to consulting on the high-level strategic direction of the organization, TalentFusion assisted with the recruitment of director-level positions.
This approach solved the Blue Cross talent acquisition challenges and helped create a predictive cost model and scalable sourcing solution.
This organization was managing through rapid growth with a decentralized structure. They needed to fill Mission Critical, Highly Technical positions along with other mid-senior level roles in a hotly competitive market.
TalentFusion created a co-management structure which allowed Amazon to maintain control of the recruiters and the process while leveraging TalentFusion’s knowledge base and sourcing expertise. TalentFusion’s team of dedicated recruiters utilize competitive intelligence to source passive talent. While the TalentFusion recruiters utilized the client’s systems, technology and existing sourcing channels, the recruiters were also able to utilize TalentFusion’s sourcing tools to augment recruiting activity.
TalentFusion began working with Amazon in 2010 and continues to serve in a very successful program within their recruiting organization.
Genband is a leading edge telecommunications equipment company that was facing-market pressures in the acquisition of critical technical talent. With limited budgetary resources, the Genband HR organization needed to improve their candidate sourcing and development capabilities dramatically in order to achieve their hiring goals.
TalentFusion worked with Genband to build a blended model of on-site RPO services combined with off-site sourcing services. This model provided Genband with the high-touch consultative value as well as the direct sourcing horsepower needed to drive improved hiring results.
By utilizing TalentFusion's blended RPO solution, Genband has enjoyed a very cost effective recruitment solution that is scalable and extremely effective. As a result, Genband has experienced a dramatic and sustained improvement in hiring performance while maximizing the effectiveness of their hiring spend and TalentFusion continues to be engaged as their RPO partner.
Sonos is a rapidly growing consumer electronics company that, like many others, found themselves under severe pressure to hire scarce and specialized engineers. These hires were critical to the future product development strategies of the company and were brought to bear at a time when Sonos had limited internal recruiting capabilities.
TalentFusion developed a unique off-site sourcing model that identified hidden talent pools of the critical human capital required for the project. Utilizing their proprietary sourcing dashboard and approach, TalentFusion was able construct a deep candidate pipeline for Sonos that allowed them to make the critical hires they needed as well as establish a competitive advantage in an overheated technical marketplace.
Sonos now enjoys a scalable and flexible sourcing model that responds to fluctuating critical hiring needs. TalentFusion built a pro-active sourcing model that offers Sonos the opportunity to be highly selective in their hiring practices while benefiting from the cost efficiencies of an outsourced sourcing model.
Many of our clients decide that recruitment as a function ought to be outsourced completely. Business drivers include the need to drive down cost rapidly, the need to dramatically and rapidly improve recruitment performance and the realization that recruitment for certain specializations or business critical positions is not an HR core competency.
For those clients, TalentFusion offers Full Lifecycle RPO. This is a comprehensive outsourcing approach in which TalentFusion manages the entire process from requisition to hire for business critical roles. The scope of the engagement varies and can include certain functional roles or disciplines within an organization, expansion projects or designated by a certain level or classification of position.
In essence, TalentFusion becomes the recruiting department for the client organization. TalentFusion takes a truly collaborative and integrated approach with Full Lifecycle RPO. We become an extension of your business, assuming full responsibility for the strategy, services and compliance associated with managing a critical business process.
Following strict Service Level Agreements and leveraging our world-class delivery capabilities, TalentFusion will implement a total RPO solution in 30-60 days. Following our Continuous Improvement and Program Governance procedures, TalentFusion will demonstrate measurable process improvements and increased customer satisfaction.
Increasingly, clients are asking themselves whether total outsourcing of all components of the hiring process for business critical positions is the best solution to their business problem. When the answer is yes, then TalentFusion Full Lifecycle RPO is the perfect solution.
Many organizations find it attractive to selectively outsource some portions of the recruiting process that are highly transactional and require a high degree of scalability. Selective RPO is a service in which the front-end processes such as candidate research, direct sourcing, internet sourcing, candidate screening and/or testing are outsourced to TalentFusion. These processes tend to rapidly scale in line with hiring demand and lend themselves to outsourcing vs. the creation of a fixed overhead internal function or utilizing expensive agencies.
TalentFusion can create a fluid program that will drive significant volumes of sourced and pre-screened candidates into your hiring process. The TalentFusion Selective RPO solution can be redirected in a real-time fashion by the client to new positions at any point throughout the program. This creates a highly efficient and tactically precise program that will drive down costs and improve quality candidate flow. TalentFusion can help your company fully leverage the candidates available through your Applicant Tracking System, Monster and numerous other online resources to reduce the high volume of candidates received to the shortlist of superstars you want to interview and hire.
TalentFusion can also augment those sources with our direct sourcing capabilities designed to uncover the most attractive and difficult to identify premium talent. Within TalentFusion’s Research Center of Excellence, Research Recruiters will utilize the proprietary TalentFusion Sourcing Analytics Platform to build a custom sourcing solution which includes our proprietary direct sourcing methodology.
By leveraging TalentFusion’s experience and sourcing capability to outsource the front end process you can significantly improve cycle times, quality of talent, and gain more control over costs.
Some organizations have the need to manage spikes in recruiting demand that require a rapid response capability to accomplish the tactical hiring goals. Once the hiring goals are achieved the organization needs the cost associated with the project to go away.
TalentFusion can help by rapidly deploying a project-based initiative designed to accomplish the exact hiring or candidate sourcing objective within the client’s specific business situation. When your recruiters are over capacity or you simply need a laser focused sourcing or recruitment campaign to generate the necessary on-target candidates, our project-based offering is the perfect solution. Within days of implementation, the client begins to receive a rapidly increasing pipeline of viable candidates that will quickly help to reduce the backlog of openings.
For some clients, once the peak hiring demand is satisfied, TalentFusion goes into a stand-by mode and is at-the-ready to deploy when a new peak or hiring project occurs. This gives clients peace of mind knowing they have a scalable solution that is ready to quickly deploy anytime help is needed.
Our clients can save 50% or more with our approach versus using contingency or retainer agencies. And unlike agencies, we only submit candidates to the client for which we’re engaged, thereby minimizing competition of desirable candidates. Furthermore, the entire pipeline of candidates and prospects is provided to the client, allowing for future hires at no additional costs.
Each project is executed against clear Service Level Agreements and rigorous project management disciplines. This approach optimizes performance and maximizes our clients ROI.
Historically, recruiting has been treated as an art form as opposed to a science. As a result, the success or failure of a recruiting engagement has been primarily a function of the capabilities of the individual recruiter executing the process. TalentFusion applies scientific methods to recruitment, thereby, creating a process that allows for more predictable and better quality results.
TalentPath, our project management methodology allows us to establish a process that creates repeatable procedures, accelerates the effective ramp up of each project and insures continuous improvement of the recruiting process. TalentPath is a framework that takes full advantage of the creativity and innovation of the recruiter, while providing sufficient structure to facilitate maximized potential of the recruiting effort as well as ongoing performance enhancement of the individual performer.
TalentPath is a set of steps and underlying actions, tasks and tools that are easy to follow and implement. The framework of the methodology lies in our defined five principles to the recruitment project management process.
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Detailed client analysis and understanding of the business situation and goals of the RPO program. Define workflows, process, target markets and companies, hiring process and clearly laid out metrics, timelines and quantifiable objectives. Define client success and the plan to achieve it.
Rapidly deploy the People, Process and Technology elements of the solution. Quickly implement research and sourcing strategies to rapidly build a pipeline of viable candidates in order to accelerate the hiring process.
Implement an organizational communications strategy to outline why we are doing an RPO program. Establish reporting procedures to provide 100% transparency and accountability into the program.
Establish key metrics tied to Service Level Agreements. Implement project plans with milestones designed to deliver predictable results. Report on performance metrics on a weekly basis to hold the RPO program accountable to the goals in the project plan.
Implement continuous improvement disciplines. Measure ongoing improvement and Return on Investment of the RPO program to the client. Achieve an optimized Talent Acquisition program providing the client with a significant advantage in highly competitive talent marketplace.
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David Pollard is President and founder of TalentFusion, leading the firm from inception through its current trend of rapid growth. TalentFusion has become a thought leading firm helping organizations optimize how they deploy their recruiting resources to take full advantage of the outsourcing option to create scalable, flexible recruiting capability.
Prior to forming TalentFusion, Pollard served as Vice President of Worldwide Recruiting at Keane, a $1b information technology outsourcing company. Under Pollard’s leadership, Keane hired 13,000 people over a three year period of time, growing from $300 million in revenue to over $1b. While with Keane, Pollard implemented numerous programs and project management disciplines that drove recruiter productivity improvements of over 70%, while reducing cost per hire by 30%. Many of these disciplines have become central themes in the TalentFusion recruitment outsourcing delivery model.
Helen Sharron is the CFO of TalentFusion. She came from the financial services industry where she served as VP of Investment Technology for Putnam Investments in Boston, as an officer at State Street Bank and Mellon Bank. Her love of numbers, detail, and process is a real boon to TalentFusion where she currently manages the corporate office function and operations.
She also has the ability to step in and run with the ball when needed, and spent six months in Seattle getting the Amazon business relationship off the ground, has recruited for BearingPoint and Microsoft where she lead a team that was significantly more successful than their internal recruiting team at hiring product software engineers.
Helen is a graduate of the University of Massachusetts at Amherst with a BS in Management.
Jennifer Cranford currently serves as one of TalentFusion’s Directors of Client Services. Jen joined TalentFusion in 2007 serving a Client Delivery Specialist. Jen then left to pursue a Corporate recruiting role and returned to Talent Fusion in 2013. Jen started her career in recruiting in the 1990’s as a technical recruiter and has since held a variety of Human Resources roles including; Recruiting Manager, HR Generalist and HR Business Partner.
Jen has a Bachelor’s Degree in Business/Marketing from West Virginia Wesleyan College.
Kara Mohler is a Director of Client Services. She has been with TalentFusion for 3 years and in that time has supported the Management Consulting client base at TalentFusion, along with a handful of TalentFusion’s IT Services clients. She originally joined TalentFusion as a Delivery Manager but was elevated to a Director’s role after excelling within the TalentFusion client base and achieving standout delivery of service excellence.
Kara has over 15 years of recruiting experience in both the Corporate and the Technical realm. Her accomplishments include managing the success of a Human Capital firm’s largest client and an ability to build excellent, cohesive teams with a drive towards continuous process improvement. As an experienced recruiter, Kara brings her broad knowledge of talent acquisition to a dynamic client structure at TalentFusion. She is actively interested in the development of people she manages and works with, and is a willing and active team member on the teams that she manages. Kara is known for her flexible and service-oriented style. She is remarkably well received and trusted by her clients and teams.
Kara received her Bachelor’s of Science in Business Administration from the University of Wyoming.
Kevin Huston is TalentFusion’s Senior Vice President of Client Services & Solutions. As such, Kevin is the company’s Operational leader and in this capacity oversees all delivery of services, solutions development, and extended operational matters within the firm. Responsibilities encompass all aspects of Operations and Customer Care within TalentFusion’s many different industry verticals. Kevin started with TalentFusion as a Delivery Manager/Director in the early part of 2004; during this time he bridged varying responsibilities as the needs of the organization dictated.
Prior to joining TalentFusion, Kevin served as Recruiting Manager for an IT services firm located in Denver, CO. He has been in the employment services space since 1996 and has served in several different capacities over the last 15+ years. Kevin’s roots in the industry began as a headhunter for a boutique firm in Chicago recruiting ERP professionals for what was then the “Big 6�?. On the heels of this experience came a string of recruiting, sales, and management positions within the recruiting industry, which gave Kevin a unique and diverse view of how the multi-faceted world of corporate talent acquisition and employment services works.
Kevin’s passion and management philosophy is rooted in Servant Leadership – a passion that incorporates itself into the TalentFusion landscape by embracing the truth that our clients and our employees will be served with the highest level of integrity, excellence, and humility. Kevin takes this life philosophy outside of the TalentFusion landscape as well. He has mentored at-risk youth in Denver, CO for 10+ years, working with youths and their families to help instill core trust and a belief that they are significant and designed for great purpose. One of Kevin’s strongest desires at TalentFusion – and in life – is to see people move into all that they are created to be.
Kevin received his Bachelors of Science in Economics from the University of Illinois at Urbana-Champaign.
Tina Neal was the first employee hired by TalentFusion in 2001. Since then she has kept the corporate office running smoothly while juggling multiple roles. Tina is the go to person for employee needs and benefits, insurance management, for our IRA plan, for HR, for payroll and paychecks, billing, and accounts payable and receivable. She has proven herself to be an invaluable and loyal contributor to the success of TalentFusion.
Tricia Hamilton currently serves as one of TalentFusion’s Directors of Client Services. Tricia joined TalentFusion in the fall of 2005 serving an Executive Recruiter. In 2006, she was promoted to Recruiter Manager at TalentFusion’s Corporate headquarters and most recently she was promoted to Director of Client Services. While at Corporate headquarters, Tricia was responsible for the hiring and training of new employees while serving some of TalentFusion's most important clients in crucial delivery roles. Tricia strives to give each client the personal and professional touch that is needed to ensure the successful deployment of each engagement.
Prior to recruiting, Tricia started her career in the animal science field and then transitioned to human medical customer service and insurance billing and referrals.
Tricia is an avid runner having participated in two marathons in Portland, OR and enjoys spending time with her family and dear friends.
Tricia received her Associates of Science degree from Becker College in Leicester, MA.