Strategic hiring for exceptional growth
We hire the best profiles for you, quickly and with peace of mind.
Talents hired via Sonnar
Talents hired via Sonnar
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.
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, monitoring of sourcing KPIs & a 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.
It's crucial to have a highly structured interview guide, which ensures a similar assessment of the many candidates who will be evaluated for the position.
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.
As long as the candidate hasn't signed, nothing's won yet! This is particularly true for "young" profiles, who are less used to job changes and can be "turned around" more easily.
A decision-making e-mail followed by a report.
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."
"It's very different from what we've experienced on previous searchs. We're blown away by the structuring of the process, the thinking. It's a game changer."
"We really like your support. You challenge us well and allow us to ask ourselves the right questions to make the best possible recruitment."
"You have a level of support that I've never experienced. You are methodical and very demanding."
"You're very process-oriented, methodical and KPI-driven hunters. It's the same DNA as mine, and it works well."
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"You succeeded in implementing a highly effective outbound strategy within the team, combined with high standards and a great deal of exemplarity. We were able to meet profiles we wouldn't have had access to without you."
"You succeeded in implementing a highly effective outbound strategy within the team, combined with high standards and a great deal of exemplarity. We were able to meet profiles we wouldn't have had access to without you."
"I really appreciated the fact that you were on site; hyper involved and that you immersed yourselves in our culture thoroughly. You were very receptive to the challenge, you gave great support to the candidates and coached me very well to recruit the best profiles."
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"It's even better than we'd hoped, in addition to the framing and structuring of the processes, you're fully invested in our project, we feel you want to do something tailor-made."
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.