Consultant for Career Development rather than Career Change
We don’t gauge success by “closing the deal.”
We consider it a failure if we place a candidate and they depart quickly. First and foremost, we are proud to be reputable career advisors, followed by recruiters. For this reason, we have a zero tolerance policy for consultants who put today’s placement ahead of developing a long-term, trustworthy connection.
The foundation of what we do is understanding your story. Your background, your skill sets, what inspires and empowers you, and what hinders you.
This is essential for giving your job decisions context and helping you make the best choices—whether to stay or go—with complete conviction. Our greatest satisfaction is witnessing you develop and reach your full potential in the assigned organization.
Clients and candidates are the same thing. If you choose another work offer that better fits the professional aspiration, and in turn creates a Client contact, that is a win-win.
Giving context and eliminating information noise.
Our primary action concept is to “be in the market.”
Every one of our consultants is an expert in the field and has connections with a variety of stakeholders.
HR, Talent Acquisition, and Hiring Managers, of course, but also those who are content in their current positions and have no plans to change, those who are searching for new opportunities, those who are important members of the organization but are not hiring, etc.
We are able to make recommendations that strike the correct balance between what you are looking for and what you need to gain in order to attain your long-term goals thanks to our understanding of your story and our dynamic and current information on who gets hired and who doesn’t, who gets promoted after joining a new company and who struggles, the ease of transferring within the company, etc.
The “third-party filter” for controlling expectations and delicate communication.
Not only do we offer background and market research, but we also prepare interviews and offer feedback. We also play a crucial function as a “third party filter.” The assessment includes all correspondence between the candidate and the client. When, how, and what you say can have a significant effect on the result. Clients and candidates frequently overlook the fact that their viewpoints differ and that intentions can be misinterpreted. Negative impressions can raise warning flags for both parties, but they are rarely shared with the relevant parties directly.
Our Speciality is Technology
FAQ's
What services do you provide?
- Advice and constructive criticism on your market value, needed skill sets.
- Recommendations based on the “why”, everything is in the context. The upside and downside, historical background, people & culture, career trajectory and speed, the success cases and unhappy cases.
- CV brush-up guidance tailored to each position and clients, to ensure you stand out from multiple applicants.
- Interview preparations tailored to each position / hiring manager / organizational background.
- Aligning and managing expectations of both Candidates and Clients.
How is Trust RK different to other agencies?
We are “Consultant for Career Development rather than Career Change”
One of the most rewarding moments is when we receive referral for Candidates not because they are actively looking for career opportunities, but are looking for a trusting and professional career advisor.
We don’t hold back from sharing constructive criticism, because that criticism has the potential to change the trajectory of your career.
We are also transparent about pros and cons of the opportunities we present. Aligning expectations is very important to us.
Trust is at the core of our Client relationships too, and this is what helps in opening doors and represent our Candidates to the fullest.
We have zero tolerance policy for consultants who prioritize the short gain of today’s placement over building a long-term trusting relationship. This is also reflected in the Consultant’s KPIs.
“Number of new introductions”, a very popular KPI in recruitment companies, may contribute to the short term revenue, but it can incentivize Consultants to introduce inappropriate career opportunities for the short gain, robbing the time (and in worst case, reputation) from you.
We measure the success by metrics such as
- Introduction to 1st Interview conversion rate
- 1st Interview to Offer conversion rate
- Offer Acceptance rate
- Being in the market: networking.
How do you ensure the quality and the accuracy of the information?
Networking and constantly being in the market.
Numerous perspectives are needed for information that is both abundant and high-quality. Hiring manager, HR, division head, team members, junior employees, new hires, departing employees, past organizational changes, talent development programs, etc.
Information is alive. Without constant communication with individuals, we are unable to obtain real-time information.
For this reason, one of Trust RK core values is “Always Be In the Market.” In order to guarantee the accuracy of the information, our consultants and research experts are constantly in the market, speaking with hiring managers and potential employers as well as those who are not looking to move jobs at all, department heads, management, and employees in various departments.
Is there really a recruiter that suits everyone’s needs?
You make a valid point. If you would rather
Find as many jobs as you can depending on your experience, desired pay, and job title.
Minimize interactions and administrative tasks like scheduling interviews.
We might not be the best recruiter for you if cultural fit, alignment, and insider knowledge are not taken into consideration.
I'm not thinking about changing jobs.
We are not job change consultants; rather, we are career development consultants. Please use our meeting as a chance to evaluate and assess your professional growth. Some of the popular feedback we receive is that our Candidates were able to gain insights and information that they could not get from a 1-on-1 encounter with their supervisors.
Isn't it more advantageous to apply directly, or to go through the talent acquisition team?
If you were approached directly through an internal referee program, the process is often informal. Because of the pre-existing relationship, there is a good chance that you will get more frank and honest information about the company.
If not an insider referral, we offer following advantages to our Candidates:
- Full guidance on CV brush-up tailored to the audience to stand out from other applicants
- Interview coaching based on the past interviews in the company
- Interview feedback, behind-the-scenes information about the company to help make best informed decisions
- Having the “3rd-party-filter” for sensitive communication, and managing expectations.
- Anything the Candidate says to the company will be part of the assessment, and anything the Company says will be part of the impression the Company makes on the Candidate. Misunderstandings and misinterpretations are surprisingly common, which makes for a poor
- Candidate experience, leading the Candidate to turn down the offer that could have been a much better career opportunity.
- Offer negotiation
- Timeline management to enable the Candidate to compare with other offers.
Of course, even if you have been approached directly through internal referral, if you wish to avoid having the awkward conversation of salary negotiation, there is a benefit in using an agency. This needs to be treated carefully though, and there are circumstances where we would advise against you using an agency, depending on the specific situation.
I have never registered with Trust RK, so how did you get my information?
We are a headhunting recruitment firm, not a registry based recruitment firm. We are always looking out for talent through referral from our deep network of Candidates, employers, industry networks, and our research center. We contacted you not on the premise that you are looking for a new opportunity.
What services do you provide?
Advice and constructive criticism on your market value, needed skill sets. Recommendations based on the “why”, everything is in the context. The upside and downside, historical background, people & culture, career trajectory and speed, the success cases and unhappy cases. CV brush-up guidance tailored to each position and clients, to ensure you stand out from multiple applicants. Interview preparations tailored to each position / hiring manager / organizational background. Aligning and managing expectations of both Candidates and Clients.
How is Trust RK different to other agencies?
We are “Consultant for Career Development rather than Career Change” One of the most rewarding moments is when we receive referral for Candidates not because they are actively looking for career opportunities, but are looking for a trusting and professional career advisor. We don’t hold back from sharing constructive criticism, because that criticism has the potential to change the trajectory of your career. We are also transparent about pros and cons of the opportunities we present. Aligning expectations is very important to us.Trust is at the core of our Client relationships too, and this is what helps in opening doors and represent our Candidates to the fullest. We have zero tolerance policy for consultants who prioritize the short gain of today’s placement over building a long-term trusting relationship. This is also reflected in the Consultant’s KPIs.“Number of new introductions”, a very popular KPI in recruitment companies, may contribute to the short term revenue, but it can incentivize Consultants to introduce inappropriate career opportunities for the short gain, robbing the time (and in worst case, reputation) from you. We measure the success by metrics such as Introduction to 1st Interview conversion rate 1st Interview to Offer conversion rate Offer Acceptance rate Being in the market: networking.
How do you ensure the quality and the accuracy of the information?
Networking and constantly being in the market. Numerous perspectives are needed for information that is both abundant and high-quality. Hiring manager, HR, division head, team members, junior employees, new hires, departing employees, past organizational changes, talent development programs, etc. Information is alive. Without constant communication with individuals, we are unable to obtain real-time information. For this reason, one of Trust RK core values is "Always Be In the Market." In order to guarantee the accuracy of the information, our consultants and research experts are constantly in the market, speaking with hiring managers and potential employers as well as those who are not looking to move jobs at all, department heads, management, and employees in various departments.
Is there really a recruiter that suits everyone’s needs?
You make a valid point. If you would rather Find as many jobs as you can depending on your experience, desired pay, and job title. Minimize interactions and administrative tasks like scheduling interviews. We might not be the best recruiter for you if cultural fit, alignment, and insider knowledge are not taken into consideration.
I'm not thinking about changing jobs.
We are not job change consultants; rather, we are career development consultants. Please use our meeting as a chance to evaluate and assess your professional growth. Some of the popular feedback we receive is that our Candidates were able to gain insights and information that they could not get from a 1-on-1 encounter with their supervisors.
Isn't it more advantageous to apply directly, or to go through the talent acquisition team?
If you were approached directly through an internal referee program, the process is often informal. Because of the pre-existing relationship, there is a good chance that you will get more frank and honest information about the company. If not an insider referral, we offer following advantages to our Candidates: Full guidance on CV brush-up tailored to the audience to stand out from other applicants Interview coaching based on the past interviews in the company Interview feedback, behind-the-scenes information about the company to help make best informed decisions Having the “3rd-party-filter” for sensitive communication, and managing expectations. Anything the Candidate says to the company will be part of the assessment, and anything the Company says will be part of the impression the Company makes on the Candidate. Misunderstandings and misinterpretations are surprisingly common, which makes for a poor Candidate experience, leading the Candidate to turn down the offer that could have been a much better career opportunity. Offer negotiation Timeline management to enable the Candidate to compare with other offers. Of course, even if you have been approached directly through internal referral, if you wish to avoid having the awkward conversation of salary negotiation, there is a benefit in using an agency. This needs to be treated carefully though, and there are circumstances where we would advise against you using an agency, depending on the specific situation.
I have never registered with Trust RK, so how did you get my information?
We are a headhunting recruitment firm, not a registry based recruitment firm. We are always looking out for talent through referral from our deep network of Candidates, employers, industry networks, and our research center. We contacted you not on the premise that you are looking for a new opportunity.