We do not use the executive search boards for your employment needs like 95% of other search firms do. Your company needs to win the battle for the most talented professionals and The Whitham Group will take you there. We go after top performers that will add value to your organization in the first 90 days of employment.
Our processes for recruitment are superior. We are highly collaborative and transparent with our clients. We work with you as an extension of your leadership team and are your advisor, not your vendor.
Through our network and name recognition we are able to engage with candidates who would not work with any other firm. We treat our candidates with respect and see them as they are, humans, not dollar signs. We walk them through every part of our process, and are available for them to call if they have questions. We give them realistic timelines and consistent updates throughout the process. We are ambassadors representing your organization and we take that seriously.
We do not use the boards for your search like 95% of other search firms do. Your company needs to win the battle for the most talented professionals and The Whitham Group will take you there. We go after top performers that will add value to your organization.
Our processes for recruitment are superior. We are highly collaborative and transparent with our clients. We work with you as an extension of your leadership team and are your advisor, not your vendor.
Through our network and name recognition we are able to engage with candidates who would not work with any other firm. We treat our candidates with respect and see them as they are, humans, not dollar signs. We walk them through every part of our process, and are available for them to call if they have questions. We give them realistic timelines and consistent updates throughout the process. We are ambassadors representing your organization and we take that seriously.
Hiring talent is something that affects every business and every level of management. The ability to recruit great talent is key to the ultimate success, or failure, of a business. However, there are certain roles that can be particularly difficult to fill. In these scenarios, there are times when it can be incredibly valuable for an organization to partner with an outside search firm.
The Harvard Business Review has stated that over 80% of employee turnover can be attributed to poor hiring choices. Similar research conducted by the US Department of Labor states that the price of a bad hire is 30% of the employee’s first-year earnings at a minimum. As the position becomes more impactful to the business, this number increases exponentially.
Our own research estimates the true long term cost of a bad hire to be $211,000 based on a $95,000 salary. Most companies would agree that given these numbers they may want to think twice about their own hiring practices. Taking steps to avoid making costly hiring mistakes may begin with internal processes but it also may result in consideration of hiring a professional search firm.
Hiring talent is something that affects every business and every level of management. The ability to recruit renewable energy talent is key to the ultimate success, or failure, of a business looking to enhance it’s role in renewable energy. However, there are certain roles that can be particularly difficult to fill. In these scenarios, there are times when it can be incredibly valuable for an organization to partner with an outside search firm. At the Whitham Group we specialize in Renewable Energy Recruitment .
The Harvard Business Review has stated that over 80% of employee turnover can be attributed to poor hiring choices. Similar research conducted by the US Department of Labor states that the price of a bad hire is 30% of the employee’s first-year earnings at a minimum. As the position becomes more impactful to the business, this number increases exponentially.
Our own research estimates the true long term cost of a bad hire to be $211,000 based on a $95,000 salary. Most companies would agree that given these numbers they may want to think twice about their own hiring practices. Taking steps to avoid making costly hiring mistakes may begin with internal processes but it also may result in consideration of hiring a professional search firm.
Our renewable energy candidates impact your bottom line.
Here are a few examples of the ROI that our candidates produce.
Sales Director – Residential Solar
Our candidate was placed into a sales division doing $5M a year and in less than 3 years, his division was doing $140M in sales which is a 2700% increase in sales. He has since been promoted and has been with our Client for 4 years now.
Director of New Markets – Energy Storage
Our candidate was placed into one of the top Energy Storage companies in the US and within the first year he added $5M of annual new market revenue providing $500K in a 10 year-after-year annuity. His tenure was 4 years.
CFO – National Solar Finance and Development Firm
Our CFO candidate restructured the balance sheet, simplified capital structure and in the first 6 months cut costs in the area of $1.2M. He is going strong and has been with the organization for 3 years now.
Our candidates impact your bottom line.
Here are a few examples of the ROI that our candidates produce.
Sales Director – Residential Solar
Our candidate was placed into a sales division doing $5M a year and in less than 3 years, his division was doing $140M in sales which is a 2700% increase in sales. He has since been promoted and has been with our Client for 4 years now.
Director of New Markets – Energy Storage
Our candidate was placed into one of the top Energy Storage companies in the US and within the first year he added $5M of annual new market revenue providing $500K in a 10 year-after-year annuity. His tenure was 4 years.
CFO – National Solar Finance and Development Firm
Our CFO candidate restructured the balance sheet, simplified capital structure and in the first 6 months cut costs in the area of $1.2M. He is going strong and has been with the organization for 3 years now.
Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment process to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting.
With our different levels of RPO, you can choose to outsource part your recruiting function or all of it. If you have a start-up and need 20 roles filled, or are a Fortune 500 who has 100 critical openings, Whitham Group will step in and take over and fill your multiple positions quickly and effectively. With our experience, we are able to increase your retention rates while being a superior ambassador for your organization.
Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment process to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting.
With our different levels of RPO, you can choose to outsource part your recruiting function or all of it. If you have a start-up and need 20 roles filled, or are a Fortune 500 who has 100 critical openings, Whitham Group will step in and take over and fill your multiple positions quickly and effectively. With our experience, we are able to increase your retention rates while being a superior ambassador for your organization.
