Optomi

““When I was first introduced to Optomi, I was desperate. I had just taken over the Workforce Management function within our Enterprise Technology group. We were severely understaffed in roles that were key to delivering infrastructure projects. Our normal process would have involved our hiring managers filtering through hundreds of resumes from dozens of vendors in hopes of finding some suitable candidates. It typically takes us 2-3 months to find a resource that meets our needs and get them on board. Enter Optomi. The Optomi team came and met with each of the hiring managers to understand exactly what the managers needed and to understand the culture of the team. Within a day or two, they had resumes for the managers to review that were right on the mark. Interviews were occurring within a week and we quickly began hiring. Later in the year, I called and said that I needed 2 Project Managers “next week”. Within a day, they had strong candidates for us to interview and 2 PM’s started work the following Monday. Not only does Optomi work fast, they do it well. They make it easier on the hiring managers by only presenting a few, highly qualified candidates. Their pre-screening, along with their Opt-2-Vue videos, allows the managers to keep the time spent interviewing candidates to a minimum. They make my job easier, because they manage the process and knock down roadblocks so I don’t have to worry about the positions getting filled. The performance of the contractors we have from Optomi has been outstanding. They have quickly integrated into their respective teams and we have offered full-time employment to many of them. Optomi is a valued and trusted partner. ”

““The business model of external recruiting isn’t particularly complicated; its’s essentially match-making. The difference with Optomi is the attention to detail and ability to execute. The team takes the time to really understand the company and the role to be filled, and has the ability to see beyond IT buzzwords that fetter so many resumes in the industry today. Through open and honest dialogue about a position, a candidate should have no surprises or confusion at interview time. Neither side benefits from expending effort in the search process only to find out the mesh and fit just isn’t there. Optomi does an exceptional job of educating and communicating with candidates early in the process. The recruiting team lays out the current role, expectations, very detailed project descriptions, and what the role might lead to in terms of career progression. No smoke and mirrors or unfounded promises here; just good old fashioned pragmatism. One of the innovations I’ve experienced firsthand with Optomi is the leveraging of their placement network. Informal phone conversations are organized with employees Optomi has previously helped place at an organization. Open dialogue and candid conversation gives candidates insight and clarity into culture and operational realities they might not otherwise be exposed to in a more traditional hiring process. I have personally assisted in many of these informal phone screens, and have found it to be an effective tool for both parties. In my experience, the ability to execute depends greatly on the leadership team. I was so impressed with Laura Chevalier’s experience and insight, that I recommended a talented colleague to her team. This individual helped launch, and now leads, the metro Detroit branch. The senior leadership’s team ability to spot “rock star” talent in a sea of resumes continues to impress. ”