Ivy Recruiter’s direct-hire service connects an employer’s approved opening with a carefully selected group of interested candidates. The service is employer-paid and designed around professional, management, and executive hiring needs we are equipped to evaluate.
1. Agree on the work
We review the responsibilities, expected outcomes, essential experience, compensation, location, and hiring process. The employer agreement and position-specific job order establish the search and its commercial terms. Public advertising follows the employer’s authorization.
2. Attract and source applicants
We promote the authorized opportunity through suitable channels and approach relevant professionals where appropriate. Candidates apply to the actual position and provide information for that search. The candidate network provides a separate way to express interest in future work.
3. Screen for relevant evidence
We review the person’s responsibilities, accomplishments, applicable skills, interest, availability, and practical alignment. Screening questions connect to the agreed requirements. Final selection remains a human decision.
4. Select the finalist slate
Our target is three qualified candidates who are interested in the opportunity. Search conditions can change the size of the slate. We discuss that openly rather than submit someone who does not meet the standard simply to complete a number.
5. Prepare the professional materials
Selected finalists receive professional-document preparation at no charge. The résumé explains genuine experience relevant to the opportunity. The candidate brief connects that experience to the role and identifies questions for the employer to explore. Candidates check and approve their materials before presentation.
6. Present with permission
We confirm the employer, role, recipient, and approved document versions with the candidate. Joining a general network does not authorize this presentation. We also check for a prior application or introduction that should be resolved before submission.
7. Coordinate the hiring process
We arrange communication around interviews, feedback, offers, and the actual start. Employers make hiring decisions and are responsible for their employment terms and required checks.
8. Stand behind the placement
If a placed candidate leaves within the first 90 days and the departure is covered by our agreement, Ivy Recruiter will replace the candidate at no additional placement fee. The signed employer agreement defines coverage and the replacement process.
What is outside this service
The direct-hire service does not make Ivy Recruiter the worker’s employer. Temporary staffing payroll, immigration advice, third-party background investigations, and formal psychological selection assessments are outside this offering. Any additional service requires its own appropriate scope and agreement.
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How the Hiring Agent supports the search
Ivy Recruiter combines its proprietary Hiring Agent with professional recruiting judgment throughout the search.
- Employer requirements. Agree on the work and what matters.
- Hiring Agent search and evidence review. Identify possibilities and organize supporting information.
- Professional recruiter evaluation. Examine relevance, transferable experience and questions to verify.
- Candidate conversation. Explore how the person works, communicates and makes decisions.
- Employer presentation. Explain why the candidate belongs in the conversation, with candidate permission.
- Interview, offer and hire. Support the process; the employer makes the hiring decision.
The system identifies possibilities. The recruiter decides who deserves serious consideration.
Source smarter. Hire stronger.
An authorized search starts with the role requirements. Sourcing, outreach and screening focus on relevant experience and practical alignment, followed by candidate-approved presentation.
Specialized recruiting: technical and military veteran talent
Role-specific technical experience and transferable military experience are considered against the employer’s actual requirements. Search scope is agreed for each engagement.
The recruiting process
Role Discovery & Intake
Clarify the role, outcomes, requirements and arrangements. An inquiry does not authorize a search; agree the engagement before search work begins.
Market Mapping
Examine relevant roles, organizations and talent sources to inform the agreed search.
Sourcing Strategy
Plan the sources and job-related criteria appropriate to the role.
Candidate Outreach
Discuss the opportunity and candidate interest. Outreach is not permission to release candidate information.
Screening & Qualification
Assess relevant skills, experience and practical alignment using job-related evidence. Distinguish candidate statements from confirmed facts.
Interview Coordination
Prepare selected finalists and coordinate the agreed interview process. Candidate document approval, named-employer permission and owner approval precede presentation.
Offer, Close & Acceptance
Support offer communication and confirm the agreed placement and actual start. The employer makes the hiring decision.
Onboarding Support & 30/60/90 Follow-Through
Use the agreed check-ins to identify questions and next actions. Support does not guarantee retention or a particular outcome; the signed agreement defines replacement coverage.