At the start of engagement, Kada conducts a deep dive into learning all about your organization. This includes online research and studying your organization's mission, values, products/services, leadership, and strategy. Kada looks into your background on various outlets to understand how your employment brand is perceived in the marketplace. Kada also researches key competitors for comparison.

Meetings are conducted with key internal stakeholders to gather a better understanding of the company, particularly its culture, internal dynamics, and structure.

Once a baseline understanding of the company is established, Kada works to establish the priorities for hiring searches. Beyond just a basic job description, Kada partners with key stakeholders to learn about the talent profile to which you will be hiring. This includes working with the hiring manager and other relevant leaders to determine the qualities of ideal candidates to align with the organization's current and future needs, strategies, and goals.

Kada provides a brief of the position and the ideal candidate profile, including both hard and soft skills, as well as defining what success looks like in the role. Thoughts around compensation and budget are also provided.

Kada creates a customized search strategy outlining how prospective candidates will be sourced, identified, and screened.

This includes market research and mapping out the talent pool, gathering intelligence on where ideal candidates reside (both physically and online), identifying potential alternative markets and industries to find candidates, addressing any challenges foreseen in the expectations for the position, and outlining how to overcome these. Validation of compensation information is continued through preliminary candidate discussions, industry contacts, and market research.

Kada sources targeted candidates through various avenues including LinkedIn, competitor sites, personal networks, online presence, and other sourcing tools and integrates this into the ongoing strategy of finding the right talent.

Kada leverages tested messaging and methods to connect with targeted candidates and invites them to engage in initial discussions with the Kada Recruiting team. Kada introduces the organization to prospective candidates, conveying the brand story and piquing their interest. The Kada Recruiting team gauges candidate interest, learns more about their journey, and evaluates synergy between the candidate and potential opportunity.

The Kada Recruiting team uses behavioral-based interviewing techniques and relies on their years of experience identifying leaders and cultural alignment indicators to determine potential alignment between the candidate and opportunity.

After an initial wave of conversations and screenings, Kada presents a long list of potential candidates to the organization. This includes their resumes, background summaries, information around alignment and interest, targeted compensation expectations, and any other relevant information.

The organization has the opportunity to identify who they are most interested in based on the list, creating a targeted shortlist.

Kada conducts a second wave of screening for the short-listed candidates, including clarifying any concerns/questions from the organization and conducting psychometric assessments.

Kada also informs all candidates throughout the process if they are not moving forward and ensures that everyone is consistently updated on where things stand in the search process.

Kada presents the final shortlisted candidates along with all information about them to the interviewing team. Kada works with the company within their preferred process of setting up interviews. Kada works with the candidates throughout the interview process to gather and give feedback as well as to continue to gauge their interest and understand any concerns. Kada shares this feedback with the company as well.

The company selects their ideal first choice (and possibly also second choice) candidate.

Prior to any offer, comprehensive reference checks are conducted on behalf of the organization. In-depth background checks are done for the lead candidate(s). This can be done by Kada or the company based on preference.

The organization makes a decision on their preferred candidate and a verbal offer is made. Based on company preference, Kada or the company can make this directly to the candidate. Kada works with the candidate after the offer to help assist in negotiations and advises both the company and the candidate on getting to a fair and competitive package.

Ideally, the candidate accepts the position and there are no surprises as there has been constant open lines of communication throughout the process. Kada follows up with the candidate after they give notice to current employers to ensure there are no counteroffer issues and to share in the excitement of this next step of their career journey. Kada continues regular check-ins prior to the candidate’s start date with both parties.