Talent is the key to business success. Ability to attract, identify, and retain top talent is a hallmark of an enduring business. Yet today’s workforce is quitting and changing jobs faster and more frequently than before. A business’s ability to hire the right person for the right job the first time is more critical than ever.

Hiring the right person saves you time and money in the short term. In the long run, the benefits will continue to grow. The strong employer brand that comes from treating people well ensures that down the road, when you identify your dream candidate, they’ll be interested in joining you.

We help company leaders get intentional about who they need to hire, define what success looks like, and identify how to invest in the new hire’s success.

Together, we develop an interview process to be fair & predictive - minimizing the effects of unconscious bias & maximizing our ability to hire the right person for the right job the first time

We aim to leave everyone better than we found them. Regardless of whether or not someone gets the job, we make sure they are an advocate for your business. Interviewing is stressful enough, so we do the small things to make sure the candidate knows we appreciate their time and energy.

The traditional third party recruiting model feels highly transactional. Recruiters aren’t often the ones involved in client sales calls, leading to lost time & miscommunication. Many recruiters are paid on commission, incentivizing them to fill a role as quickly as possible, often at the expense of true quality. Besides the fact that commission driven recruiting doesn’t incentivize the right things, we often see well-intentioned mistakes that leaders make during the hiring process that inadvertently neglect the human factor.

We are principled when selecting clients. We hire for leaders for whom we would work, and we hire talent that we’d want to work with if we were in house.

Giving 175% effort year after year to find, attract, and assess top talent has given us a lot of highs and also a lot of lows. But when it’s a mission - to connect the people who want to do good work with companies who want to do right by their people - it’s all consuming. We get to change the trajectory of people’s lives, and we get to change the trajectory of companies that we grow to love & respect deeply.

To keep the human element of what we do at the center, we put ourselves in the shoes of candidates often. We won't string people along or communicate a reason that isn't truthful. We don’t ghost people, and we keep everyone in the communication loop. We always keep in mind that our candidates have other important things happening in their lives.

We can augment your in-house recruiting team, cover for a leave, hire your team’s first People leader and support during busy seasons. We’ve provided focused and robust onboarding design and support, as well as outplacement services to our clients.

We have deep expertise hiring tech, non-tech & leadership profiles within several industries (Tech, Biotech, Manufacturing, Machining, CPG, Ticketing/Live Events, Culinary, Legal, Finance... we could go on...). At Rise, we want to let you in on a little secret when it comes to industry expertise in recruiting.

We've worked with lots of recruiters externally, and we've managed & developed recruiters internally. Industry expertise only gets you so far. In our experience, the best recruiters expand into multiple industries because they can learn what they need to know about any particular industry - and quickly.

The art of recruiting - the soft skills, the ability to connect - is the hard part to teach. Recruiters who have mastered the art of connection will outperform any level of expertise. Our team has recruited for Software and IT, Manufacturing, and Construction and Engineering, Marketing & Sales - and Plumbers, and Lawyers and Doctors and Sushi Cooks - and each one, successfully.

When we were in-house, working with external recruiting firms, we didn't feel like the traditional pricing model was working for anyone.

Many recruiters are paid on commission, incentivizing them to fill a role as quickly as possible. Often, the placement fee was tied to the salary the candidate was ultimately offered, incentivizing the recruiter to get the highest offer possible.

Rise is designed to make the stickiest, most effective hire with simple pricing set upfront. No one at Rise is paid on commission, and we have the expertise to help you design a role, choose the right budget, navigate candidate negotiations, and support you through onboarding.

In our experience, you’re not done when you make the hire. Hiring someone is only step one. Integrating them into your organization is arguably more important than the hiring decision itself. Don’t neglect onboarding! Use the time between offer acceptance and a start date to build an effective runway to success in the first 30, 60, and 90 days. Thoughtful onboarding takes time to build & run, but the ROI of true human connection (your new talent feels invested, faster time to productivity, increased retention) is worth it.