The Alteo Advantage for your IT Recruitment

Dealing with Alteo for your IT Recruitment means:

  • Attract the best IT professionals. Through our network of contacts, our clients have access to a pool of experienced IT specialists who are not actively looking for a job. We work as representatives of our clients in order to attract these talented professionals to their company.
  • Shorten the recruiting process. We only refer quality candidates matching our client’s requirements. We have a very high «hiring per resumes sent » ratio.
  • Partner with experts cumulating more than 30 years of experience who work as a cohesive, high performing team. All our recruiters participate to the recruiting effort of your mandate in order to find the right candidate in the shortest delay. Our clients deal with the Alteo team, not with a firm where recruiters work in silo.
  • Benefit from flexible recruitment solutions and service guarantees.
  • Dealing with a team of recruiters with strong professional ethics who share values such as integrity, respect and commitment.
  • Partnership with a team who has a long-term approach and the will to have an impact on its client’s successes.

Thorough Recruitment Process

In addition to our technical expertise and experienced team of recruiters, the Alteo advantage comes foremost from our methodology. Through the years, we have established a recruitment process and internal tools that deliver proven results for our clients.

For each search mandate we take on, we conduct a thorough recruitment process:

  • Detailed analysis of the requirements. At Alteo, this preliminary phase is fundamental to our recruitment process and we invest the time required to carefully analyze our clients’ needs. This phase is not based on a simple telephone conversation or a job description. We visit our clients in person and try, when possible, to meet all the stakeholders of the recruiting project (human resources, IT managers, team members). For each job opening, we analyze the requirements in terms of technical skills, interpersonal abilities, and the fit with the corporate culture. We know which questions to ask in order to reach a better understanding of the positions to be filled. An important goal of the initial meeting is to visit the offices and inquire about the details that will help us promote our client’s company to our candidates.
  • Team presentation and discussion of positions to be filled. This includes brainstorming, exchange of leads and discussion of search strategies.
  • Writing or reviewing of the job descriptions provided by the client. This will include all additional details gathered from our discussions with the client.
  • Job postings on our Talent Portal and on specialized job boards. This constitutes an anonymous posting for the client. Confidential mandates are managed with additional precaution.
  • Search of potential candidates with various search tools: internal and external databases, network of contacts, social networking.
  • Pre-qualification of potential candidates. Phone interview to validate the candidates’ interest in the position offered and a brief evaluation of their skills. Only selected candidates will be met in person.
  • Face to face one-hour interviews with one of our recruiters. This entails: evaluation of technical skills, communication skills, interpersonal skills and fit with corporate culture. In order to ensure an objective, well-rounded evaluation, a second recruiter will participate in the interview. For each selected candidate, our client receives a candidacy file including a resume and an interview report detailing the strengths and weaknesses of the candidate for the job.
  • Candidate interview with the client followed by a debriefing to confirm both parties’ interest and fit. Eventually, this discussion may lead to a refinement of the search criteria.
  • Technical test, if required. We can perform our own tests or use client tests. Personality tests are also available through an external provider. These tests can be completed after the first or second interview depending of the recruitment process.
  • Reference checks, at the client request. This step is initiated once the applicant is considered for the position. References can be checked directly by the client or by a third party for more transparency.
  • Salary negotiations and presentation of employment offers. We play the role of mediator between the candidate and the client for greater chances of success.
  • Post hiring follow up with both candidates and clients.

During the recruiting process, we conduct follow ups on a regular basis to keep our clients posted on the search status. In addition, our candidates are duly informed of the next step of the recruiting process.