Our Recruitment Process:

Our candidates are more than "resumes." Each is personally selected based on specific requirements designed by technical managers. Each candidate must pass a three-phase screening process which includes: 1) Recruiter, 2) Account Manager, and 3) Technical Screen.

Recruiter: Candidates are screened from our extensive network and database for local individuals with the appropriate technical and industry experience. The candidates are contacted directly by the recruiter for a live phone-screen of their technical role, responsibilities, communication skills, job history in relation to the current role we are screening for, and salary expectation. It is also critical at this stage to determine if the candidate is truly interested in the job we are screening for.

Account Manager: Candidates who pass the first phase of the screening process are then screened by the Account Manager. This phase includes an evaluation of all of the details from phase one and broadens the emphasis on cultural fit. It must be determined if the candidate will "fit in" with the industry culture, pressure, communication expectations, etc. The candidate must prove to be interested in the position, available for the length of the assignment, and able to perform the daily hours needed for a successful project.

Technical Screen: Candidates who pass Phase Two are then sent on to a technical screen. In this phase, candidates are either given a sample coding project based on the exact technical skills needed or a phone screen by a senior staff member of Crossfire based on the exact technical skills and environment needed for this project.

Most of the focus on candidate retention is based on getting the right candidate matched up with the right project and team. Crossfire clearly dedicates an extensive amount of time mastering this process. If both the client and candidates are satisfied, retention is almost inevitable.