It Is Our Job to Help You
About DRV Staffing
DRV Staffing recruits on a retained agreement. We are very selective in the candidates we support. We also only purposely work on a few select positions at once, and within just one industry, to offer more focused and personalized attention.
Our approach goes beyond the traditional practice of posting jobs with basic qualifications and hoping the right candidates apply. We take a pro-active approach to build customized profiles of your ideal candidates and then actively hyper-target them. Every search criteria with DRV Staffing is unique (not one-size-fits-all) and we focus on those nuances and approach them with a fine-tooth comb.
In particular, this hyper-focused and pro-active approach even allows us to convert otherwise passive and not-in-the-job-market candidates, and consistently produce better quality.
We are also extremely thorough in our vetting process. We have a five-step process to ensure candidates are qualified with: (1) skills, (2) experience, (3) results, (4) consistency with employment; as well as (5) personality for the following: culture fit, emotional intelligence or EQ; and passion for the service/product and industry. If they don't check all the boxes, then we don't present them to clients.
Indeed, he leverages his multiple award-winning marketing and record-breaking in-house corporate recruiting experience supporting a major law firm, large corporation and its major brands, and a variety of Fortune 500s. For instance, he was awarded "2016 Marketer of the Year" for the prestigious Stevie Awards, which receives thousands of submissions.
This includes successfully sourcing 150+ hires for multi-billion-dollar brands from entry level, mid-tier, and executive positions--with consistent record-breaking results with quality score as compared with previous staffing efforts.
DRV Staffing offers the hands-on and personalized attention of a boutique agency with results much greater than the largest staffing agencies.
In fact, DRV Staffing has multiple, repeat success with clients. As a result, we have a track record of consistently securing better quality talent. They not only have the required qualifications--they also possess additional bonus ones.
For instance, 40 recent placements include 1 employment law attorney, 2 family law attorneys, 1 tax law attorney, 2 trusts & estates attorneys; 1 insurance defense litigation attorney, 1 commercial real estate/transactional attorney, executive director, chief marketing officer-CMO, financial analyst, director of legal project management, business director, HR manager, manager of professional development, manager of legal secretaries, director of legal administration, senior retirement analyst, senior knowledge management specialist, office manager, business intelligence research manager, trademark paralegal, patent legal assistant, corporate paralegal, litigation paralegal, personal injury paralegal, family law paralegal, transactional paralegal, real estate paralegal, senior commercial real estate paralegal, bankruptcy paralegal, legal secretary, IT applications/systems administrator, IT technical support, business development coordinator, office services coordinator, executive assistant, finance assistant, advertising coordinator, and graphic designer.
In the end, you get more capital out of your human capital and become more competitive--in fact, we even pull top talent away from your competitors.
Any questions or thoughts?
We are always happy to help out!