PiplNow approach to recruiting is built on three core principles of engaging with our clients and consultants.
Our Technology experts who understand current and future trends in technology lead our engagement model. This helps us appreciate our clients’ complex projects and the talent they seek for such execution. We also realize that most projects are constantly evolving, and the recruitment process typically lags the project progress. Working closely with our client teams, we are able to track the project and align our search to match our client’s needs for tomorrow. We are thus able to retain freshness in our search criteria—every time. This has become incredibly valuable to our clients as they strategize to meet their business sponsor needs—allowing us to help them build a truly agile and valuable team.
At PiplNow, we are perfecting a completely different approach to finding talent. From our intimate understanding of our clients’ ever-changing project and thus scope of talent, we are able to identify the right candidate who could be a potential match for the project in its future state. That’s right—we hire for tomorrow, we search for talent with the end goal in mind. This approach helps us spread our focus wide, and unearth unique people who could fulfill our clients’ needs perfectly.
While we bring the traditional “proprietary database” of fantastic talent, we know that alone just doesn’t cut it. As we keep current with our client’s project, we expand our search to find potential candidates who aren’t even thinking of a change, or use our extensive network of consultants who refer us to unique talent leading projects in different industries or paradigms that could fit such complex requirements. We leverage our social network to constantly engage with a multitude of talent and the projects they are engaged in, and this helps us be alert to identifying the right candidate for the right project at the right time.
We are different in that we know whom to look for, how to look for them and where to find them: We call it as success quotient or simply