The Prospex Process

1. Thorough Intake & Discovery

For every role we work on, we begin with a very detailed intake conversation.

Yes, we review the job description — but more importantly, we want to understand the “meat behind the job description.”

We dive into:

This allows us to accurately represent both the role and the company in the market.

2. Dedicated Team Search Approach

When you partner with us, you are not getting a single recruiter working on your search.

We have a team of eight highly effective recruiters supporting every role we take on.

Once we gather all role details, we collaborate internally to align on exactly what you are targeting so the outreach and screening process stays highly focused and intentional.

3. Our “Sniper Approach” to Recruiting

We do not rely on job boards to generate candidates. We are not posting jobs and waiting for applicants.

Instead, we conduct highly targeted, relationship-driven searches designed to identify candidates who closely align with your specific needs. 

This allows us to:

• Maintain confidentiality
• Control messaging
• Target passive candidates
• Deliver stronger alignment
• Improve candidate quality

Our process is intentionally proactive rather than reactive.

4. Thorough Candidate Screening

Before a candidate is ever presented to your team, we conduct an extensive screening process.

We evaluate:

Our focus is making sure:

1. Their experience aligns with your needs
2. What they are looking for aligns with what your opportunity offers

5. Transparent Opportunity Communication

Once we identify a potentially strong fit, we conduct a thorough and honest presentation of:

• The company
• The opportunity
• The team
• The expectations
• The challenges
• The upside
• The reality of the role

We believe in a fully transparent process — the good, the bad, and the ugly.

This creates an “open eyes” experience for candidates and leads to significantly stronger long-term placements.

If a candidate responds with: “Yeah, it sounds fine…”

We typically will not move them forward.

We only present candidates who are genuinely excited and interested in the opportunity.

6. Compensation Alignment Before Presentation

Before presenting candidates, we work to fully align compensation expectations.

We do not like sending broad ranges such as:

• “They need somewhere between $145K–$155K”

Instead, we narrow down:

• Current compensation
• Bottom-line expectations
• What would genuinely motivate a move
• How benefits and flexibility impact decision-making
• Assuming the interview process goes well, what base compensation are they willing to accept upon hire

This is why gathering detailed benefit information upfront is so important.

Our goal is to avoid surprises later in the process.

7. Candidate Submission Format

When presenting candidates, we provide:

• Candidate name
• Compensation expectations
• LinkedIn profile
• Resume
• 4–6 customized bullet points highlighting why they are relevant to your role

This allows hiring managers to quickly understand:

• Why the candidate is being presented
• Their most relevant strengths
• Their overall background

We tailor submissions to fit your process:

• Email presentation
• ATS submission
• HR + hiring manager workflows
• Internal routing requirements

8. Interview Coordination & Process Management

Once your team identifies candidates of interest, we handle:

• Scheduling
• Calendar coordination
• Candidate communication
• Interview preparation
• Debriefs after interviews
• Compensation conversations
• Follow-up conversations
• Ongoing candidate management

Our goal is to remove as much administrative burden from your internal team as possible so you can stay focused on evaluating talent.

We also provide organized interview summaries and consolidated scheduling updates to avoid excessive back-and-forth communication.

9. Candidate Debriefing & Quality Control

After every interview, we conduct detailed debriefs with candidates. We are confirming alignment with: compensation, commute, benefits opportunity, team, culture, growth, stability, counteroffers, the candidate’s main motivators in making a transition, etc. Anything they will need to make an effective decision. 

If a candidate feels:

I could do the job, but I’m not really excited about it…

We either:

1. Address and flush out concerns immediately
2. Or remove them from consideration

We want your team spending time only with candidates who are genuinely invested in the opportunity.

How Do You Partner with Internal HR Teams?

We love when HR is involved in the process because we always want Prospex to be seen as an added benefit to your team — never as competition to HR. We understand that agency and internal recruiting relationships can sometimes feel abrasive or disconnected, and we intentionally work to avoid that.

Our goal is to integrate into your existing process in a way that feels seamless, collaborative, and efficient. We adapt to what works best for your organization.

Examples of how we partner:

• If your internal team wants to actively recruit for certain roles while we run a parallel search — great. Let’s find the best fit for the team with the strongest candidate pool.
• If your team is overwhelmed and wants to fully hand off certain searches — great.
• If there’s a combination of both — we tailor our approach accordingly.

The most important thing for us is understanding your internal process so we can complement it rather than complicate it.

How Do You Handle Confidential Searches?

We regularly manage confidential searches and understand that confidentiality can exist at different levels depending on the organization.

Some companies prefer:

• Extremely high-level messaging with no company identification

Others allow:

• Sharing the company name privately with candidates while still maintaining confidentiality externally

We work with you to establish:

• What can be shared
• When it can be shared
• How candidates should reference the opportunity
• What level of discretion is required

Our goal is always to protect your internal operations, existing employees, and long-term business relationships.

How Do You Position Challenging or Rebuilding Opportunities?

We actually love working with companies that are in growth, rebuilding, turnaround, or transition phases.

Those opportunities often create some of the strongest long-term career growth for candidates when positioned correctly.

Our focus is on helping candidates understand:

• The future vision
• The leadership in place
• The support structure
• The opportunity to make an impact
• Why the challenge is worth taking on

We believe the story matters.

The goal is not to hide challenges — it’s to frame them honestly while highlighting the long-term opportunity and trajectory.

Where Do You Source Passive Candidates?

We source through multiple channels, including but not limited to:

• Extensive LinkedIn Recruiter outreach
• Long-standing Utah market relationships
• Referral networks
• Existing passive candidate pipelines
• Community reputation and referrals

Our response rates tend to be significantly higher because:

• Candidates recognize our presence in the market
• Many are referred by trusted professionals
• We maintain strong communication and market knowledge
• We prioritize relationship-building over transactional recruiting