Our Process

Screen Potential Candidates

SGA presents only the best candidates. Using our proprietary database of over 2 million unique candidates, we identify all the available resources to match your business need. Then we put them to the test to find the closest match. Recruiters leverage robust technical services to benchmark candidate’s technical skills, or schedule phone screens with subject matter experts (SME) whose talents and qualifications are known and vetted by SGA. Candidates are required to provide at least two supervisor level references from recent assignments. As a final quality assurance checkpoint, SGA has each Account Manager perform an additional re-qualification of candidate prior to being submitted to the client.

Recruiters Team Up

We employ recruiting teams to focus on specific client or geographic specialties. Each team consists of a senior recruiting lead and as many technical recruiters as you need! Larger accounts may span multiple teams in order to facilitate higher volumes of requirements. By working together and leveraging team specialties, we can meet our clients’ needs better.

Interview & Screen

Our recruiters conduct thorough interviews for every candidate including confirming availability, employment and salary history, physical location, goals, expertise, and so much more. In order to evaluate technical proficiencies, SGA leverages technical testing tools we developed ourselves, phone screening with our own Subject Matter Experts (SMEs), as well as online services including industry stalwarts Brainbench and ProveIt.

We offer training, too.

We maintain an in-house training library for all staff, who are taught in a classroom setting. Internal processes, qualification techniques, technical skill sets, domain knowledge, and industry best practices are all covered.

The curriculum includes workshops on the usage of social media and other sourcing methods. The overall objective of our training program is to provide a continual stream of high-quality recruiters to exceed our clients’ expectations for quality and service and to respond rapidly to changes in the market.

We're relationship people.

We measure client satisfaction based on unique target metrics set with each individual client. These include but are not limited to submittals per job, time to submit, interviews and fills as well as adherence to rate cards and tenure.

We also factor in compliance with on-boarding protocols and rules of engagement when rating our performance with any client. Many clients take these metrics and create a scorecard ranking that carefully weights each metric by importance.