Deep recruitment experience supported by C-level technology advisors
Techniques and processes to take a truly diverse approach to candidate sourcing – ensuring the broadest range of candidates is considered
An unparalleled C-level technology network and a dedicated Talent Acquisition team to leverage
In-house resources to assure the right outcome – including accredited psychometric profilers, recruitment marketing, and carefully applied automation to improve candidate experience
Gaining an understanding of your organisation, its challenges and its culture underpins Jumar’s search for your technology leadership candidates. By holding interviews with your internal stakeholders, we shape the requirement, and develop an empathy with your values and principles. This is enhanced by the creation of a detailed job profile using the well-respected Thomas International assessment tooling, to ensure a precise personality fit for the role.
Drawing on expertise from Jumar’s in-house marketing department, a range of collateral is created across a variety of relevant media and channels. We have identified that dual branded candidate information packs and dedicated microsites support and enhance candidate response and interest – but all marketing initiatives will be tailored to your precise requirement. Appropriate advertising, events and searching of job-search databases is complemented with market mapping and direct approaches. We actively monitor individuals and technologies in use across organisations to provide research and insight for future requirements.
Unlike “traditional” search and select providers, Jumar adds a level of technical robustness by using its in-house technology leadership team to support the interview process. Alongside candidate assessment tools such as Thomas International GIA and PPA (to analyse general intelligence and personality fit), Jumar verifies candidates’ ability to deliver your specific technology strategy. As part of our ethos to drive equality in the technology sector, we monitor and analyse the diversity of candidates shortlisted and presented and ensure our attraction strategies result in applications from the widest possible demographic.
In a complex and often volatile candidate marketplace, Jumar recognises the importance of maintaining close communications and gaining regular feedback from individuals. This allows any issues to be identified and addressed quickly and effectively for both our clients and our candidates.
We recognise that when recruiting at C-level, a truly bespoke approach is always required. Jumar creates a customised recruitment process and delivery plan for each requirement, based on our tried-and-tested methodology. This spans initial information gathering, through to a bespoke candidate attraction strategy, followed by the creation of interview processes and the setting of timelines – all underpinned by regular reporting and updates on progress.