Fusion Recruiting
Step into our little big world
Executive Search firms can be critical to the growth of the AEC communities. It is our job to learn about the companies, opportunities, projects and professionals in the market place. Ideally most communication with a recruiter can be rewarding for C level executives to junior CADD professionals. We are the eyes and ears and are here to help companies achieve their goals by listening to the professionals in any given field or region and help them from time to time become aware of opportunities in their “wheel house” that could help them catapult their careers.
Nuclear fusion happens when two or more like-charged nuclear particles form together to create a heavier atomic nucleus. When this happens a tremendous amount of energy is released. This is very similar to bringing a top level candidate to your firm. That person creates a stronger company and the positive energy can result in new projects for junior staff, new management techniques and practices culminating in a positive vibe throughout the company further driving business.
What we are. We are executive search professionals immersed deep within the AEC marketplace. Working in a very professional and confidential manor we become an extension of the executive committee’s reach into the community, region and sometimes nation as they look to attract top design or construction professionals of the company by highlighting their abilities, culture and most importantly opportunities.
What we are not. We are not here to get professionals a raise. Assuming all things are equal they can do that on their own. We are not here to disassemble companies, rather we expose professionals to opportunities that they may not be aware of. Most of our long term clients selectively use our services to determine when there are people capable of helping them achieve company goals and standards. Most of the professionals I work with stay in touch with me throughout their career as they look to leverage their past accomplishments and “get to that next level”. Although we compete regularly with other recruiters what does it say to a candidate when he hears about your regional management position from four different recruiters? We don’t require exclusivity but you would be wise to find one firm you trust to discretely turn over rocks.
Fusion Recruiting was founded by Derek Behning. I have spent many years understanding the companies in the design and construction community as well as the professionals that work within those organizations. I am well connected and passionate about what I do. I keep up on trade magazines, websites and attend different seminars and conferences to learn about trends, opportunities and obviously career desires of my candidates. I have worked on a variety of jobs many culminating in the hiring of the ideal candidate. Most of my clients initially allow and eventually prefer me to work directly with the hiring manager as the intimate details exchanged and timeliness of information gathered warrants direct contact. I have hired several executive level professionals into some of the top companies in the nations. I have helped professionals with their career desires from coast to coast. My work abroad is limited today. My passion for my select clients is unparalleled and whether I am calling on a brand new market or talking to groups that have been beat up by other recruiters right here in Atlanta if the candidates exists I will find him or her. For years I have thrived doing the work others couldn’t or wouldn’t. Make sure you control what’s being said about your firm and who’s saying it.
The hard part.
· Finding a candidate. Well there’s no secret to how we do it. We get on the phone. The candidates that we are paid to find are passive candidates who in today’s times are nose deep in their work and seeking new work for the firm.
· Recruiting the candidate. What are you doing to set your firm apart? Does the information on your website demonstrate this? Are your company leaders further branding your firm? These are the kinds of things I need to know. I need a good story to get the top professionals to consider your firm. Sure…. They know you but what do they know? They may only know about a botched project or have information from a former employee who’s not your best advocate.
· Closing the candidate. How many candidates have you lost? Why? This is a science that can really become a sticky situation. What offer should be made, when, and how? Before you got to this point did you make sure the top tier candidates had reasonable career desires and or reason for change? Can you offer a better situation for the candidate so he or she won’t be looking again in a year?
Contact us to learn about how we can help you discover what’s under the rocks in your community.
Nuclear fusion happens when two or more like-charged nuclear particles form together to create a heavier atomic nucleus. When this happens a tremendous amount of energy is released. This is very similar to bringing a top level candidate to your firm. That person creates a stronger company and the positive energy can result in new projects for junior staff, new management techniques and practices culminating in a positive vibe throughout the company further driving business.
What we are. We are executive search professionals immersed deep within the AEC marketplace. Working in a very professional and confidential manor we become an extension of the executive committee’s reach into the community, region and sometimes nation as they look to attract top design or construction professionals of the company by highlighting their abilities, culture and most importantly opportunities.
What we are not. We are not here to get professionals a raise. Assuming all things are equal they can do that on their own. We are not here to disassemble companies, rather we expose professionals to opportunities that they may not be aware of. Most of our long term clients selectively use our services to determine when there are people capable of helping them achieve company goals and standards. Most of the professionals I work with stay in touch with me throughout their career as they look to leverage their past accomplishments and “get to that next level”. Although we compete regularly with other recruiters what does it say to a candidate when he hears about your regional management position from four different recruiters? We don’t require exclusivity but you would be wise to find one firm you trust to discretely turn over rocks.
Fusion Recruiting was founded by Derek Behning. I have spent many years understanding the companies in the design and construction community as well as the professionals that work within those organizations. I am well connected and passionate about what I do. I keep up on trade magazines, websites and attend different seminars and conferences to learn about trends, opportunities and obviously career desires of my candidates. I have worked on a variety of jobs many culminating in the hiring of the ideal candidate. Most of my clients initially allow and eventually prefer me to work directly with the hiring manager as the intimate details exchanged and timeliness of information gathered warrants direct contact. I have hired several executive level professionals into some of the top companies in the nations. I have helped professionals with their career desires from coast to coast. My work abroad is limited today. My passion for my select clients is unparalleled and whether I am calling on a brand new market or talking to groups that have been beat up by other recruiters right here in Atlanta if the candidates exists I will find him or her. For years I have thrived doing the work others couldn’t or wouldn’t. Make sure you control what’s being said about your firm and who’s saying it.
The hard part.
· Finding a candidate. Well there’s no secret to how we do it. We get on the phone. The candidates that we are paid to find are passive candidates who in today’s times are nose deep in their work and seeking new work for the firm.
· Recruiting the candidate. What are you doing to set your firm apart? Does the information on your website demonstrate this? Are your company leaders further branding your firm? These are the kinds of things I need to know. I need a good story to get the top professionals to consider your firm. Sure…. They know you but what do they know? They may only know about a botched project or have information from a former employee who’s not your best advocate.
· Closing the candidate. How many candidates have you lost? Why? This is a science that can really become a sticky situation. What offer should be made, when, and how? Before you got to this point did you make sure the top tier candidates had reasonable career desires and or reason for change? Can you offer a better situation for the candidate so he or she won’t be looking again in a year?
Contact us to learn about how we can help you discover what’s under the rocks in your community.