Every search begins with a Zoom-recorded video intake—a live conversation where a member of the Hazeltine team interviews the hiring manager. We use tried-and-true questions to help the hiring manager articulate what they’re truly looking for: the ideal candidate profile, why the role matters, what success looks like, and why this opportunity is worth a candidate’s time.

This isn’t a polished promo. It’s a real, unscripted conversation that we share directly with candidates to give them the transparency they’ve always wanted but rarely get.

We help the company put its best foot forward in the marketplace—bringing the job to life in a way no job description ever could.

Why it works:

Candidates consistently tell us:

“I wasn’t actively looking, but once I saw the hiring manager talk about the opportunity, I got excited and knew I wanted to pursue it.”

“This was way better than a typical job description. I finally understood the role, the culture, and the growth story.”

“Normally I take the first call just to learn more. That step isn’t needed with your process. The video saves everyone time.”

Instead of leading with a PDF job description—like 99.9% of recruiters and companies do—we lead with a person.

That human connection creates transparency, builds trust, and turns passive candidates into engaged ones.

These days, almost every recruiter—internal or agency—has access to the same candidate databases. But the real difference isn’t in who you find… it’s in how you engage.

We identify top-tier executive and professional talent using AI tools, our proprietary network, referrals, LinkedIn Recruiter, and advanced Boolean sourcing. And then we reach out strategically.

We subscribe to multiple data platforms to access candidates’ personal emails, mobile numbers, and full contact profiles. Our outreach happens across LinkedIn, email, and text—but here’s what makes it different: we never pitch a job out of the gate.

Instead, we ask a simple question:

“Would you be open to receiving an email with a short video interview we recorded with the hiring manager, so you can hear firsthand about the role and company?”

That’s it. A low-pressure invitation that sparks curiosity without demanding anything.

Most candidates say yes—because it’s refreshingly different from the typical recruiter message. They’re not being asked if they’re “open to new opportunities” or pitched a job they haven’t asked for. They’re simply invited to listen, learn, and decide for themselves.

When they agree, we send our Interested Email, which includes:

• A segmented video interview with the hiring manager—highlighting the role, team, culture, growth story, and why now is the time to join
• The job description
• Your company website
• The hiring manager’s LinkedIn profile
• Optional materials such as pitch decks, investor updates, or press (when available)

Why it works:

Even the most respected niche recruiters—those who know every top passive candidate in their space—still face the same barrier: it’s their pitch. Sure, candidates might take the call out of courtesy or respect for the relationship, but at the end of the day, they’re still hearing a recruiter’s version of the role.

We take a different approach. Through AI and advanced sourcing tools, we can build a complete list of every candidate in the marketplace our clients would want to hire—just like a niche recruiter can. The difference? We don’t lead with a pitch. We lead with a small, no-pressure ask that the overwhelming majority of candidates accept—even if they’ve never heard of us—because the pitch isn’t coming from a recruiter, it’s coming directly from the client via video.

That video instantly creates credibility and makes the “yes” easy. Once our Interested Email is in front of them, the rest is history: candidates who would have told the respected niche recruiter they weren’t interested are now engaged and actively pursuing the opportunity.

This shift has increased our candidate response rates by over 400% compared to even the best recruiters in the marketplace—giving our clients access to top talent they never would have seen otherwise.

Once a candidate expresses interest, that candidate submits Hazeltine their resume and if they meet our client’s experience requirements, we conduct a recorded video interview—asking targeted, role-specific questions drawn from your intake video, job description, and the candidate’s own background.

This isn’t just AI-generated. It’s a human-led, structured interview designed to mirror exactly what you’d want asked—before investing live time.

Why it works:

You get a clear, authentic view into how candidates think, communicate, and explain relevant experience—all captured on video and available for on-demand review by your full team.

Once candidates pass our structured video interview, we deliver everything you need in one secure place.

Through your Hazeltine Portal, stakeholders can:

• Watch segmented candidate video interviews—hyperlinked by question for fast, focused review
• View candidate resume, executive summary, and video interview summaries
• Rate candidates (1–5 stars) and leave collaborative feedback
• Track candidate status in real time
• Schedule video interviews between your team and the candidate—we handle all logistics and send calendar invites using your preferred platform (Google Meet, Microsoft Teams, or Zoom)

Why it works:

Your team gets everything needed to make confident, timely decisions—without back-and-forth emails or scheduling headaches.

Whenever a new candidate is added to the portal, all stakeholders involved in the search receive an automatic email notification—keeping everyone aligned and speeding up feedback cycles.

Most clients also ask us to record their live video interview with the candidate using our AI notetaker. Once recorded, we upload the session as a separate document in the candidate’s record via the portal and notify your team—so even those who weren’t on the video interview can review the full conversation asynchronously.

Every week, we host a dedicated check-in with your hiring team to review candidate pipelines, align on fit, and gather real-time feedback. These calls are held via video and can be recorded and uploaded to your portal for transparency and future reference.

Why it works:

• Keeps your team aligned. These weekly touchpoints ensure we’re calibrated on ideal fit, market dynamics, and evolving priorities.
• Sets clear expectations with candidates. If your internal review happens every Wednesday, we can tell a candidate submitted Thursday exactly when they’ll hear back—eliminating ghosting concerns.
• Protects passive candidate excitement. Passive candidates can quickly lose interest if feedback stalls. With set checkpoints, we keep them engaged and confident throughout the process.
• Enables faster pivots. If something’s off—whether it’s compensation, title, or experience fit—we adjust early, saving time and maintaining credibility.

This step isn’t just about internal coordination. It’s how we prevent great candidates from going dark—and how we help you close the right ones before competitors can.

We don’t just send offers—we align expectations, resolve concerns, and clear the path for same-day acceptance.

Before an offer is formally sent, we walk the candidate through the full package—compensation, title, reporting structure, and start date—to secure verbal alignment. If there are questions or adjustments needed, we resolve them before your team generates the final version.

Once confirmed, we deliver the official offer via DocuSign, enabling both parties to execute quickly and without unnecessary friction.

Why it works:

• Prevents offer rejection and hesitation. We only send an offer once we’ve secured the candidate’s verbal “yes”—avoiding surprises and last-minute backpedaling.
• Streamlines execution. No scanning, printing, or delays. Just a mobile-friendly DocuSign that can be completed within hours—not days.
• Removes complexity from a high-emotion moment. Career moves are emotional. We reduce anxiety by making the final step feel easy, fast, and thoughtful.
• Accelerates starts. With clarity on both sides, your next hire is confirmed and excited—without lag or lingering uncertainty.

The goal: no surprises, no delays, no offer fallout. Just aligned expectations, clean delivery, and confident hires.

Most recruiters disappear after the offer is signed. We stay with your hire through every step of their transition—starting with their resignation and continuing through their first year.

We guide candidates through the emotional process of resigning, offering advice, encouragement, and support to navigate conversations with professionalism and clarity.

Once they start, we check in weekly during the early months, then monthly through the remainder of their first year—keeping a pulse on engagement, fit, and any potential friction points.

Why it works:

• Protects your investment. Early issues can often be resolved—if caught in time. We bring concerns to light before they turn into bigger problems.
• Builds trust and credibility. Candidates see that we care beyond the placement. That builds loyalty, retention, and lasting goodwill for your brand.
• Delivers feedback loops that most firms miss. We become your eyes and ears during the most critical part of a hire’s journey—ensuring smooth onboarding, cultural fit, and long-term success.
• Drives industry-leading stick rates. Our follow-up process is one reason clients consistently say: “Hazeltine hires stay.”

Changing jobs is emotional. We don’t ignore that. We lean in, support both sides, and help ensure your hire not only starts—but thrives.