"I really enjoyed working with Amtec. I appreciate their insights, suggestions and incredible follow-through. I hope we can work together again."
You need a partner, not another source of stress. And we get it. Since 1959, Amtec has been teaming up with organizations like yours to help you achieve your business goals. Using our proven hiring process, Amtec-designed tools, and extensive industry experience, we deliver candidates whose character, competence, and culture best match your position's needs. The results speak for themselves: our clients’ trust has kept us in business for more than 50 years. Simply put, that means you can count on us to deliver the high-performing team you’ve been waiting for.
"Thank you again for your tenacity in finding the right candidate! I personally couldn’t be happier!"
When you need top temporary talent, rely on our resources and expertise for quick results. Along with superior candidates, you’ll receive our Performance Guarantee and try-before-you-buy policy. Once we find you a great match, we put your candidate on our payroll so you don't have the expense and liability of a regular full-time employee.Learn More
Find the candidates you need without the expensive administrative overhead! Using Amtec's Recruitment Process Outsourcing (RPO), supplement your in-house HR team with the skills of an expert hourly professional recruiting partner and our global team who wield our proven hiring process, unique tools, and extensive resources.Learn More
We take pride in bringing you the best professionals available—even when others have struck out. With our extensive resources, proven hiring process, and solid guarantees, you can trust our expert recruiters to deliver candidates who can help you achieve your business goals.Learn More
"I just want you to know that Amtec has been an absolute delight to work with!"
When you interview only well-screened candidates, you save both time and money! Amtec’s best-in-class hiring process, designed with your success in mind, offers you the valuable experience, technical expertise, and unique tools that we’ve been developing and enhancing since 1959. From start to finish, we help you identify, attract, qualify, hire, and retain candidates whose character, competence, and culture are a great match for your open position. Here’s how it works:
First, we gather information to learn how we can utilize our core strengths to help you achieve your objectives. We learn about your environment, current hiring capabilities, organizational structure, staffing needs, company culture, and pain points as they relate to talent acquisition.
Here, we learn as much as we can about your specific unfilled job opening. We delve into the mission of the position, which skills, qualifications, and experience you feel the best candidate must have, and what other abilities or traits you’d like to see the candidate possess.
Depending on your industry and type of position, we use a variety of resources, including our own database of 600,000+ candidates, to locate and recruit top candidates who are the best match. Not only do we have numerous candidate sourcing and recruiting tools, but we know how to use them in a world where the art of candidate sourcing and recruiting with social media is evolving at a rapid pace!
For each position, we develop a unique candidate scorecard to assure consistency and quality in our early candidate assessment efforts. Likewise, our Professional Assessment Questionnaire reveals candidate competencies in much greater depth than a resume. These proprietary tools were developed by Amtec and distinguish us from our many competitors. Their use allows us to present you with only a handful of carefully selected candidates ready to be interviewed . . . ready to be hired.
Having created all the hiring tools, we put them to work for you by sourcing, recruiting, screening, and interviewing candidates for your open position.
With deep expertise in recruiting, we know what competencies to look for, and what questions to ask our candidates. Beyond technical competencies, we also assess character and compatibility with your corporate culture. Our candidate profiles are among the most extensive, thorough, and specific in the industry, allowing us to deliver a more than 50% submit-to-interview ratio so you receive only select top candidates who are the best match.
Whether you want a phone, video or in-person interview, we make the arrangements and coordinate with your interview team and candidates to maximize your time and efforts.
Once a top candidate emerges, we do more than just call past managers. There’s an art to interviewing past employers to discover a candidate’s strengths and weaknesses, and we’ve fine-tuned it.
After interviewing your top candidates, we learn how their career ambitions, interests, and objectives align with your opportunity to keep them engaged with your position. As an advocate for both parties, we ensure that you and your candidate will be a good fit.
We assist with negotiating a win-win result so that your offer is met with success.
Every successful search should end with a thorough background check confirming candidate credibility. Depending upon the position, a background check validates your candidate’s work and education history, plus credit, civil, and criminal records.
We work with you and your candidate to negotiate a start date that honors your needs and doesn’t burn your new hire’s professional bridges.
Our support goes beyond the hire. Using our proprietary Great Start Tool, you can accelerate your new hire’s rate of performance in the first 30 to 90 days. Our onboarding tool will help your professional fit in, understand objectives, and be productive as quickly and efficiently as possible. Our Great Start Tool is based on a Harvard Business Review bestseller, The First 90 Days by Michael Watkins.
"I want to take a few minutes to tell you how much I enjoyed speaking with your recruiter. She was kind and helpful and responsive when I would send an email or call her."