Recruitment aka “Talent Search”

For the businesses that want it done efficiently.

Finding the right talent is more than just filling an open role—it’s about building a team that will drive your business forward.

At Jessica Hart Consulting, we understand that the recruitment process is essential to your company’s success.

That’s why our Talent Search is designed to connect you with the best candidates who not only have the right skills but also align with your company culture and long-term goals.

Who is This Service For?

Whether you’re hiring for a key leadership role or need support scaling your team, we’ve got the expertise to help you find the perfect fit.

  • Multi Site or Multi Cost Center Hospitality Businesses: Tasting Rooms, Tap Rooms, Restaurant, Retail.

  • Wineries, Breweries, Distilleries, RTD.

  • Organizations with steel toed boots and forklifts present.

  • When you can't give the employee experience you want:

    • Have too many resumes to screen timely,

    • Need a gut check if you're hiring for the right business need,

    • "I don't know what to ask anymore" crosses your mind.

Why Choose Us for Talent Search and Recruitment?

  • We begin by diving deep into your business model, culture, and goals. By fully understanding what drives your success, we can tailor our talent search to find candidates who will thrive in your unique environment.

  • Clear, concise, and compelling job descriptions attract the right candidates. We craft descriptions that resonate with top talent, ensuring your open positions stand out.

  • We treat candidates how they want to be treated. We source candidates who meet your technical and cultural requirements, and keep them in the loop every step of the way.

    We lead with transparency and timely communication, exactly how you lead. They'll know where they stand every step of the way and understand your culture before day 1.

  • Once the right candidate is selected, we help ensure their onboarding process is smooth and aligned with your company’s values and operations. This helps new hires hit the ground running and make an immediate impact.

What’s Included?

  • We conduct a thorough review of your hiring needs, role expectations, and team dynamics.

  • We develop customized job listings designed to attract high-quality candidates.

  • We handle initial interviews and assessments, saving you time while ensuring candidates meet your standards.

  • Assistance with interview processes, including question guides and panel participation if needed.

  • A tailored onboarding plan to integrate your new hire into your team and company culture seamlessly.

Case Study: Us in Action

  • Kick off call, we'll find out (30-45 min)

    • Is this a new role, open role or a silent search

    • Do you have a job description in mind or need help with this?

    • Is the compensation on this role clear, and are there any internal employees in this role we need to think about for equity?

    • What's our speed for the start date - we want a ideal scenario and worst case.

    • We ask you for 2 stakeholders for the role and 1 last decision.

    • We'll advise on platforms to post the role, ask for a HR@_____.com email to maintain employer branding and get started.

    • We post, and screen candidates.

    • Typically taking 30-45 min on a phone screen with 8-10 candidates depending, where we add more candidates to the screen until we hit our panelist goal.

    • We will always work to send 4 people to panel.

    • We will maintain employer branding, responded to all applicants with a cadence that maintains their excitement and matches your profile.

  • Panel Interviews:

    • Over the course of our phone screens, we will send the top candidates to panel.

    • Yup - that's right, we don't have candidates waiting at different gates. It's not the candidates "fault" that we have others in the pipeline, so we will move.

    • A maximum of 4 panelists will move to this stage, taking no more than 4 hours of time from your stakeholder team.

  • GM or Executive Director Interviews begin

    • Similar path as Step 3, but for the hiring manager or decision maker.

    • 2 candidates will make it to this stage, at most.

    • The stakeholders on the panel make the decision who moves to this step.

    • Again, not waiting, we move and if necessary will pause at this phase until the candidates catch up in experience.

    • Through the experience, we communicate with candidates so they know our timing and what to expect.

  • Yup - just like it sounds, stakeholders and the hiring manager meet with us to talk about the top two.

    • This is typically 30 min in length.

    • After this, your internal team can take the offer or we can do it for you.

    • Pending our current client engagement, we may also be responsible for the onboarding and HR compliance along with the 90 day onboarding life cycle.