We focus on finding the right people—and hold ourselves accountable for the quality of every placement.
Capabilities
Our customers rely on TalentTeam for manufacturing, warehouse/distribution and call-center talent. We have also developed strong recruiting capabilities for the related roles those operations require.
A higher standard
Everyone we hire locally is interviewed in person.
TalentTeam candidates are expected to arrive on time, communicate respectfully, and be ready to work. We evaluate attitude, reliability, and fit for the actual assignment—not simply availability. We treat candidates with the same respect and consideration we expect them to bring to the workplace.
A flexible partnership
Sourcing a quality workforce is not a one-time job. Some customers want us focused on recruiting and employment. Others want more frequent communication and follow-through. TalentTeam provides the level of expert support your leadership chooses.
Your core recruiting and employment service remains the same. When you want more follow-through, the TalentTeam Yield System adds support based on your needs—at no additional cost and only when you choose to use it.
When you want structured follow-through, the TalentTeam Yield System provides an administratively light way to support placement quality throughout the contingent period.
We recruit, interview, match and employ your contingent workforce, remaining available when you need us.
When leadership wants greater involvement, we provide more regular communication and additional support under your team's direction.
Client Experience
Practical Questions
One of our managers will ask about your staffing needs and determine whether TalentTeam is a good fit. We will answer your questions, discuss pricing and learn what success looks like for your operation. Mostly, we will listen. We cannot deliver the right solution until we understand what you need.
During the contingent period, TalentTeam is the employer. Our invoice normally includes wages, payroll taxes, workers’ compensation, employee benefits, employment-related costs and recruiting support. Pricing is usually expressed as a percentage added to the employee’s pay rate. But markup is only one part of the cost. Staffing can reduce internal recruiting and benefit expenses, provide a working evaluation period and limit employment exposure. Better matching also reduces repeated talent-acquisition costs caused by turnover.
Consider the provider’s local experience, recruiting reach, candidate-evaluation process, employment practices, insurance coverage, compliance systems and service commitments. Determine whether technology supports the recruiting process or replaces it. When workers simply claim assignments through an app, availability can take the place of evaluation. TalentTeam uses technology, but every local person we employ is interviewed in person and matched to the work. Remote candidates are evaluated through an appropriate interview process.
Changing providers does not need to disrupt your operation. TalentTeam has managed many of these transitions over the years. Many new customers begin by giving us one defined part of their staffing need. This allows us to demonstrate our capabilities, establish working procedures and expand only when the customer is comfortable.
Evaluation depends on the work. TalentTeam recruits for assignments ranging from entry-level manufacturing and call-center positions to technical and specialized field roles. We interview candidates and assess their preferences, reliability and suitability for the actual environment. When appropriate, we also verify degrees, certifications or other requirements and develop assignment-specific preparation and orientation.
During the contingent period, TalentTeam is the employer and handles payroll, employment records and the responsibilities legally assigned to us. Other administrative processes can be adapted to your requirements and managed under your direction. Because TalentTeam is locally owned, decisions can be made quickly without waiting for approval from a distant corporate office.
Occasionally, a placement is not the right fit. Notify your TalentTeam recruiter as soon as a concern becomes clear. We will respond promptly, help address the immediate situation and determine the appropriate next step with you. Early communication prevents a poor fit from becoming an extended operational problem or unnecessary expense.
Often, yes. TalentTeam makes decisions locally and can adjust recruiting resources quickly. We are registered to employ throughout the United States and in more than 50 foreign countries. We also recruit beyond our primary workgroups when customers have related or specialized needs. If we are not the right resource for your project, we will tell you so, and we may know a provider who can help you.
One of our managers will ask about your staffing needs and determine whether TalentTeam is a good fit. We will answer your questions, discuss pricing and learn what success looks like for your operation. Mostly, we will listen. We cannot deliver the right solution until we understand what you need.
During the contingent period, TalentTeam is the employer. Our invoice normally includes wages, payroll taxes, workers’ compensation, employee benefits, employment-related costs and recruiting support. Pricing is usually expressed as a percentage added to the employee’s pay rate. But markup is only one part of the cost. Staffing can reduce internal recruiting and benefit expenses, provide a working evaluation period and limit employment exposure. Better matching also reduces repeated talent-acquisition costs caused by turnover.
Consider the provider’s local experience, recruiting reach, candidate-evaluation process, employment practices, insurance coverage, compliance systems and service commitments. Determine whether technology supports the recruiting process or replaces it. When workers simply claim assignments through an app, availability can take the place of evaluation. TalentTeam uses technology, but every local person we employ is interviewed in person and matched to the work. Remote candidates are evaluated through an appropriate interview process.
Changing providers does not need to disrupt your operation. TalentTeam has managed many of these transitions over the years. Many new customers begin by giving us one defined part of their staffing need. This allows us to demonstrate our capabilities, establish working procedures and expand only when the customer is comfortable.
Evaluation depends on the work. TalentTeam recruits for assignments ranging from entry-level manufacturing and call-center positions to technical and specialized field roles. We interview candidates and assess their preferences, reliability and suitability for the actual environment. When appropriate, we also verify degrees, certifications or other requirements and develop assignment-specific preparation and orientation.
During the contingent period, TalentTeam is the employer and handles payroll, employment records and the responsibilities legally assigned to us. Other administrative processes can be adapted to your requirements and managed under your direction. Because TalentTeam is locally owned, decisions can be made quickly without waiting for approval from a distant corporate office.
Occasionally, a placement is not the right fit. Notify your TalentTeam recruiter as soon as a concern becomes clear. We will respond promptly, help address the immediate situation and determine the appropriate next step with you. Early communication prevents a poor fit from becoming an extended operational problem or unnecessary expense.
Often, yes. TalentTeam makes decisions locally and can adjust recruiting resources quickly. We are registered to employ throughout the United States and in more than 50 foreign countries. We also recruit beyond our primary workgroups when customers have related or specialized needs. If we are not the right resource for your project, we will tell you so, and we may know a provider who can help you.
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