Our Approach


cors delivery model is process centric and scalable.  Unlike recruitment strategies using broadcast methods like newspapers and online job
boards, cors uses pro-active cold source techniques directed at competitive and related businesses to your own.  Our management
approach to each recruitment project is qualified and categorized into six well-defined segments. Tracking metrics and status reports are
provided throughout the assignment. Each segment is designed for the client’s approval to assure qualitative, quantitative and timely
results.

Project Confirmation
Work Statement / Position Specifications
Project Preparation
Sourcing / Selection
Candidate Development / Recruitment
Project Completion

Phase One: Project Confirmation.
  The recruitment solution you selected is defined along with pricing and the agreement terms.

Phase Two: Work Statement / Position Specifications.
  This phase, the most vital step in the process, provides a thorough
understanding of the opening(s) and clear direction for our sourcing capabilities.  Pre-screening questions are outlined as well as your
value proposition, manager preferences and compensation information.

Phase Three: Project Preparation.
  cors analysts utilize a variety of internal resources as well as the Internet including the AIRS
method to identify and qualify proper targeted companies.  This completed list of companies selected should most likely yield interested
candidates.

Phase Four: Sourcing / Selection.
  Our competitive advantage is cors direct sourcing and selection capabilities.  Although we may
select active candidates from time to time, our precision sourcing techniques, which originate from our metric driven environment, allow
us to find and pursue quality passive candidates globally.

Phase Five: Profiling / Candidate Development.
  This phase is a two-step process.  The initial phase is profiling of prospective
candidates for suitability based on employment experience, requirements and education.  During the candidate development phase, the
Project Manager has in-depth conversations with the candidates in relation to their significant accomplishments, previous experience and
client offering.   Upon your approval of the candidates, the transition to scheduling first client/candidate interaction is facilitated.

Phase Six: Project Completion.
  A summary of candidate and marketplace research data is provided in a cors Report.  Informative
charts and graphs show work product facts and details as seen by the candidates in competitive environments regarding your opportunity,
along with profiles detailing each prospective candidate’s employment history.

This approach, combined with the expertise of cors staff, will provide you with the results you need.  Some of the companies this
approach has worked for include Fugro Chance, Inc., GE Healthcare, CH2M HILL, WellPoint, Grant Thornton, Allstate, MassMutual
Financial Group, Mayo Clinic, Under Armour, Inc., Resurrection Health Care, CitiBank, Hertz Corporation, SRA International Corporation,
Accenture, Fluor Corporation.  For additional reference information, please read our Client Testimonials and our Case Studies.

Our Approach


cors delivery model is process centric and scalable.  Unlike recruitment strategies using broadcast methods like
newspapers and online job boards, cors uses pro-active cold source techniques directed at competitive and
related businesses to your own.  Our management approach to each recruitment project is qualified and
categorized into six well-defined segments. Tracking metrics and status reports are provided throughout the
assignment. Each segment is designed for the client’s approval to assure qualitative, quantitative and timely
results.

Project Confirmation
Work Statement / Position Specifications
Project Preparation
Sourcing / Selection
Candidate Development / Recruitment
Project Completion

Phase One: Project Confirmation.
  The recruitment solution you selected is defined along with pricing and
the agreement terms.

Phase Two: Work Statement / Position Specifications.
  This phase, the most vital step in the process,
provides a thorough understanding of the opening(s) and clear direction for our sourcing capabilities.  Pre-
screening questions are outlined as well as your value proposition, manager preferences and compensation
information.

Phase Three: Project Preparation.
  cors analysts utilize a variety of internal resources as well as the
Internet including the AIRS method to identify and qualify proper targeted companies.  This completed list of
companies selected should most likely yield interested candidates.

Phase Four: Sourcing / Selection.
  Our competitive advantage is cors direct sourcing and selection
capabilities.  Although we may select active candidates from time to time, our precision sourcing techniques,
which originate from our metric driven environment, allow us to find and pursue quality passive candidates
globally.

Phase Five: Profiling / Candidate Development.
  This phase is a two-step process.  The initial phase is
profiling of prospective candidates for suitability based on employment experience, requirements and
education.  During the candidate development phase, the Project Manager has in-depth conversations with the
candidates in relation to their significant accomplishments, previous experience and client offering.   Upon
your approval of the candidates, the transition to scheduling first client/candidate interaction is facilitated.

Phase Six: Project Completion.
  A summary of candidate and marketplace research data is provided in a
cors Report.  Informative charts and graphs show work product facts and details as seen by the candidates in
competitive environments regarding your opportunity, along with profiles detailing each prospective
candidate’s employment history.

This approach, combined with the expertise of cors staff, will provide you with the results you need.  Some of
the companies this approach has worked for include Fugro Chance, Inc., GE Healthcare, CH2M HILL, WellPoint,
Grant Thornton, Allstate, MassMutual Financial Group, Mayo Clinic, Under Armour, Inc., Resurrection Health
Care, CitiBank, Hertz Corporation, SRA International Corporation, Accenture, Fluor Corporation.  For
additional reference information, please read our Client Testimonials and our Case Studies.

Our Approach


cors delivery model is process centric and scalable.  Unlike recruitment strategies using broadcast methods like
newspapers and online job boards, cors uses pro-active cold source techniques directed at competitive and
related businesses to your own.  Our management approach to each recruitment project is qualified and
categorized into six well-defined segments. Tracking metrics and status reports are provided throughout the
assignment. Each segment is designed for the client’s approval to assure qualitative, quantitative and timely
results.

Project Confirmation
Work Statement / Position Specifications
Project Preparation
Sourcing / Selection
Candidate Development / Recruitment
Project Completion

Phase One: Project Confirmation.
  The recruitment solution you selected is defined along with pricing and
the agreement terms.

Phase Two: Work Statement / Position Specifications.
  This phase, the most vital step in the process,
provides a thorough understanding of the opening(s) and clear direction for our sourcing capabilities.  Pre-
screening questions are outlined as well as your value proposition, manager preferences and compensation
information.

Phase Three: Project Preparation.
  cors analysts utilize a variety of internal resources as well as the
Internet including the AIRS method to identify and qualify proper targeted companies.  This completed list of
companies selected should most likely yield interested candidates.

Phase Four: Sourcing / Selection.
  Our competitive advantage is cors direct sourcing and selection
capabilities.  Although we may select active candidates from time to time, our precision sourcing techniques,
which originate from our metric driven environment, allow us to find and pursue quality passive candidates
globally.

Phase Five: Profiling / Candidate Development.
  This phase is a two-step process.  The initial phase is
profiling of prospective candidates for suitability based on employment experience, requirements and
education.  During the candidate development phase, the Project Manager has in-depth conversations with the
candidates in relation to their significant accomplishments, previous experience and client offering.   Upon
your approval of the candidates, the transition to scheduling first client/candidate interaction is facilitated.

Phase Six: Project Completion.
  A summary of candidate and marketplace research data is provided in a
cors Report.  Informative charts and graphs show work product facts and details as seen by the candidates in
competitive environments regarding your opportunity, along with profiles detailing each prospective
candidate’s employment history.

This approach, combined with the expertise of cors staff, will provide you with the results you need.  Some of
the companies this approach has worked for include Fugro Chance, Inc., GE Healthcare, CH2M HILL, WellPoint,
Grant Thornton, Allstate, MassMutual Financial Group, Mayo Clinic, Under Armour, Inc., Resurrection Health
Care, CitiBank, Hertz Corporation, SRA International Corporation, Accenture, Fluor Corporation.  For
additional reference information, please read our Client Testimonials and our Case Studies.