Est. 2015
Beine & Associates, LLC
813 551 0076

Welcome to Beine & Associates, LLC

We are a preferred member of Top Echelon Network of Recruiters. This means we share Job Orders and Candidates in Network increasing exposure of client positions and shortening the recruiting lifecycle significantly. The ability to share candidates serves them well by allowing them to be recruited by our business partners and improving candidate hire rates.

Please use the links to find and apply for jobs, and explore our agencies services when you create a profile you will receive email and we will respond ASAP. We work to respond to every applicant. We do so in the order they are received. The email response with the appropriate instructions if followed will put you on our calendar. If you wish you can go directly to scheduling (link on left) or just call.

We have access to a candidate pool that is managed by our Network this "MEGA Database of 3+ Million Candidate Resumes" is not just a resume funnel. These candidate profiles are real people that have been interviewed and accepted by experienced professional recruiters, our business partners. Our network is comprised of the best in the business!

Our mission

“Our objective in effective recruiting is to know and represent our candidates and clients equally well”

Why we recruit

We got into this business to help ourselves by helping others. That's what we do everyday. We are a LightHouse serving people by helping them navigate throughout their career.

Effective Technical Recruiting

Our process for "Effective Technical Recruiting" hereafter called "Recruiting" is pretty straight forward and may be like other agencies out there up to a point, but there are subtle differences and I want to highlight these in this short document. But first we have several premises that are important to understand. The founder of Beine & Associates I was fortunate to be trained by a veteran recruiter who was also an Engineer, he started his business stuffing resumes into envelopes in the early 70's. Today James Beine continues this tradition mentoring recruiters in the firm in the same way.

Here is how we get it done. No magic. No Hacks.

Candidate Relationship Management

Intake is a requirement. It's the process of getting hired to be hired. If we won't hire the candidate we won't ask our client to either. So, this means we ask candidates to go through our "Intake Process" which gives us a pretty clear understanding of who they are and what they have to offer. This is intense and personal, and crosses the lines of understanding.

Save time, here's how...

Candidate Qualification

We review candidates based on all of the following in no particular order or prevalence: positional job description match, financial requirements & salary history, geographical & travel requirements & preferences, psychological & personality presentation and behavioral analysis, educational and credential validation, occupational experience and verification of the same, managerial and leadership experience and aptitude, technical accomplishment, creativity score, civic contribution & character score.

positional job description match

resume

occupational experience and verification of the same

geographical & travel requirements & preferences

skills profile

process profile

educational and credential validation

financial requirements & salary history

psychological & personality presentation and behavioral analysis

managerial and leadership experience and aptitude

technical accomplishment

professional references

creativity score

acheivements

civic contribution & character score

Enthusiasm Score

Save time, here's how...

social profile evaluation

Intake is a requirement. It's the process of getting hired to be hired. If we won't hire the candidate we won't ask our client to either. So, this means we ask candidates to go through our "Intake Process" which gives us a pretty clear understanding of who they are and what they have to offer. This is intense and personal, and crosses the lines of understanding.

Expections are key... find out.

Expectations & how it works!

We invite candidates to align themselves as a personal contact and friend. This intimacy gives us confidence. Some candidates are not a great match for some clients and/or positions. This is just a fact. And you cannot possibly know this without getting to know people. Companies don't have time or resources for this, in fact companies are confined to hiring processes that limit them from insights that let them make great decisions. This is EXACTLY why some companies have higher turn-over rates and poor employee engagement.

Setting candidate expectations early and often allow us to maintain confidence that they are engaged, interested and qualified. This gives less "no-show" and "turn-down" opportunities as we will absolutely dis-qualify a candidate that exhibits indications that they are not the correct hire for the position or the client.

We care about our clients.

Client Relationship Management

Direct communication with both HR Directors and Hiring Managers. We require access to the decision team in its entirety.

Commitment to responsiveness. We make ourselves available to the client and ask the client to also be available to support our work. This availability factor reduces error, saves time, and ultimately shortens the recruiting lifecycle.

Expectations defined. We are aggressive on this, knowing whats expected of us as an agency, in addition to whats expected of new and existing employees eliminates placements that are less than satisfactory.

Your Job Orders, Filled.

Job Order Management

A good Job Order is paramount to success in recruiting. For us success is the aggregate of quality for all the stakeholders: The Client, The Candidate, & The Agency. Without success scores in all three the process while it may look good early, breaks down after the candidate becomes an employee. This breakdown is essentially a failure to work the process. It cannot be blamed on any one stakeholder or event. When the process is worked and followed in most cases there will be a high quality score, a satisfaction metric for all that indicates clearly that the "decision team" made the right choice. This all begins with the Job Order.

A good Job Order is one that doesn't hype the position into something its not. It clearly and concisely illustrates the positional requirements from operational, educational and experiential perspectives. Lists key duties & responsibilities. Communicates any opportunity for growth, geographical & travel requirements, compensation, benefits, managerial expectations.

Finally, a Good Job order has a defined "decision team", with "clear objectives", Established Interview Dates, Hiring Decision Dates, and Employee Start Dates, A submission process, who gets the candidate profile, and what needs to happen to make the submission official are defined, "a fee schedule, and agreement" for compensating the agency, and most importantly a passionate and qualified recruiter to work it.

Satisfaction. Unconditionally Guaranteed.

Our Placement Guaranteed

A good Job Order is paramount to success in recruiting. For us success is the aggregate of quality for all the stakeholders: The Client, The Candidate, & The Agency. Without success scores in all three the process while it may look good early, breaks down after the candidate becomes an employee. This breakdown is essentially a failure to work the process. It cannot be blamed on any one stakeholder or event. When the process is worked and followed in most cases there will be a high quality score, a satisfaction metric for all that indicates clearly that the "decision team" made the right choice. This all begins with the Job Order.

Is this urgent?

If so just give us a call right away, M-F 9AM - 5PM EST. at (813)551-0076 or you can use the link below to set a time that is convenient for you.

"Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle. As with all matters of the heart, you'll know when you find it."

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Thank you for choosing Beine & Associates.

Delivering Effective Precision Technical Recruiting Services in Energy, Engineering & Technology!

“Our objective in effective recruiting is to know and represent our candidates and clients equally well”
813 551 0076

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