More recruiting attention for the roles that are still open.
DovanTek gives US staffing firms and employers additional recruiting capacity for non-IT W2 positions. We source relevant candidates, screen against the requirement and help keep the pipeline moving without taking over the client relationship.
Test the candidate quality before making a bigger commitment.
No upfront pilot fee. No long-term commitment. Send two open roles and judge the work for yourself.
The work behind the requirement.
When recruiters carry too many open positions, sourcing depth can suffer. DovanTek adds focused recruiting capacity around the requirement so your team can spend more time on candidates, hiring managers and clients.
Source with context
Search around title, location, compensation, schedule, experience and must-have criteria instead of pushing generic resumes.
Screen against the brief
Review initial candidate fit against the agreed requirement and identify gaps before the profile reaches your team.
Keep the pipeline moving
Support research, follow-up and interview coordination when those activities are part of the agreed recruiting workflow.
“After years of working in US staffing, I saw the same problem again and again: a recruiter can have a good requirement in hand and still lose hours searching for the right people.”
The goal is not to become another vendor in your inbox. It is to become the team you can call when a role needs real recruiting attention.
Founder & Director, DovanTek Global Solutions
Useful recruiting work, clearly defined.
DovanTek can support the research and execution around a role while your team keeps ownership of the client relationship and final hiring decisions.
Role, location, pay, schedule, must-haves and screening instructions.
Market research and targeted candidate identification.
Review against agreed criteria before submission.
Follow-up and coordination where included in the workflow.
Give us two roles to work on.
Send two open US non-IT W2 roles. Include the JD, location, pay range, must-haves, schedule, work authorization requirements and screening criteria. We will work from that brief and let you judge the candidate quality.
Start the 2-role pilotCapacity around the roles that are hardest to keep moving.
DovanTek is designed for teams that already know how to recruit but need more search capacity. The support stays close to the requirement, with the search built around the actual job rather than a generic resume database.
Requirement research
Break down the role into geography, compensation, shift, experience, must-have skills, authorization and practical screening questions.
Candidate identification
Research the market for people whose background matches the requirement, then prioritize the profiles that deserve recruiter attention.
Initial qualification
Check the agreed criteria before delivery and flag known gaps so your recruiters can spend their time on stronger conversations.
Pipeline support
Where included in the workflow, support follow-up, candidate status checks, interview coordination and recruiting research.
Feedback loop
Use your team's feedback from the first candidates to sharpen the search criteria and improve the next sourcing cycle.
Client ownership
Your staffing firm or employer keeps the client relationship, interview process and final hiring decision unless a different workflow is agreed.