Hiring of C-level profiles
We hire the best profiles for you, quickly and with peace of mind.
Talents hired via Sonnar
Talents hired via Sonnar
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Our secret sauce
Sales approach to hiring
We "funnel" the search, analyze our performance at every stage and use tools to maximize our efficiency.
Premium service quality
Our experts are 100% dedicated to their customers. We are present in your offices and offer you daily visibility on the progress of the mission.
Lean Engineering culture
We challenge what we've learned every week to improve our methods and bring ever greater value to our customers.
Our method
Defining your needs
The definition of the need allows 2 things :
This is a crucial step in proving the ROI of a hiring and aligning all decision-makers with the desired persona.
For executive roles, hiring processes are usually lengthy. A poorly defined need can waste months of the company's time.
A scorecard that theorizes the need. It clarifies the role's title, its place in the organization, its mission, its objectives, the skills needed and the values required.
The go-to-market strategy is the answer. It leads us to think about target personas (role & company), relevant channels and key arguments.
To best define our customer's needs, we talk to experts in the field/industry. This helps us to target the best companies for our customer, and to fully understand the business so that we can challenge candidates on their expertise during the interview phase.
100% of the documents are produced by the Sonnar teams in the 1st week.
Sourcing
The aim of sourcing is to obtain qualified candidates. We take charge of this stage independently, to save our customers as much time as possible.
A sourcing strategy & job description.
Our approach here is similar to that of Sales: think about the best channels for talking to the top profiles we've identified. These vary from hunt to hunt, between LinkedIn, our experts' network, our own network, other websites or communities oriented around a business (Slack groups, for example). Sometimes we need to combine several channels to maximize our chances of getting a positive response.
In 4 weeks, we are able to generate around: 10 qualified applications.
Assesment
Assessment enables us to evaluate candidates objectively, compare them rationally with each other and measure their progress during the process.
A manager's impact on the company's growth is such that you need to be sure of his or her judgment when making an offer. To this end, it is very useful to think about the right way to evaluate candidates, and to ensure that 100% of candidates are evaluated in the same way.
An interview guide, reports to hiring managers & candidates for each round.
Closing
The closing is where you finalize the search and obtain the "yes" of the chosen candidate. To do this, we need to think about the right strategy to obtain a definitive "yes" and avoid a change of mind following a possible counter-proposal.
In senior roles, decisions to change jobs are not obvious and often involve other people, such as a couple or family. It is crucial to have established a relationship of trust with the candidate in order to obtain his or her "yes".
A decision-making e-mail.
Our greatest pride:
customer satisfaction
Our greatest pride: customer satisfaction
"You have a level of support that I've never experienced. You are methodical and very demanding."
"You're super pro, you don't push candidates too hard to get hired no matter what, and that's the most important thing for me. I've already recommended you to my portfolio of companies."
"The Sonnar method is hyper-effective. You have an approach that is tailor-made and you have adapted very well to our organization."
"I can't imagine recruiting anyone from my Leadership Team without Sonnar. I'm really happy with the profile we've recruited with you, and I know how important that is when I see the impact a bad recruitment can have."
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"My favorite hiring relationship so far. You're a true partner because you go deep into each role with high standards. You really want to find the right person."
FAQ
We are convinced that this is the best way to understand what makes your company unique, to better sell the opportunity, to better screen candidates for cultural fit, and to build a real relationship of trust with hiring managers.
Sonnar is non-binding. You can stop the mission from one day to the next.
Sonnar's teams can cover a wide scope: Sales, Marketing, Ops, Talent, Tech & Product. On the other hand, each person is specialized in a particular field, either because he/she has already worked in that field, or because he/she has already hired in that field.