A Team of Dynamic Search Professionals

Defining the Problem

Our clients share a common dilemma: needing to hire quickly but also being focused on running their businesses, they lack the resources to run a search themselves. What they value most in a recruiter is someone who sees their world the way they do. Someone who produces the result they would want to produce for themselves, given enough time and energy. Someone who understands their principles, priorities and culture, who communicates the essentials without being excessive and wasting their time. Because being productive as a recruiter means being more of an extension of their own team and less of an outside salesperson trying to “close a deal.” 

Offering a Solution

Our solution to these challenges starts by listening to our clients. This means listening in order to understand, not just in order to respond. It means not making assumptions. It’s striving to ask the right question, because finding the right solution begins by really understanding the problem.

Our process is all about mitigating the risk our clients are exposed to when hiring someone new to their team. It’s our responsibility to know the candidates. What makes them tick? What sets them apart? Are they a natural fit for our client? Can they execute? It’s a no-nonsense approach. We don’t waste our clients' time, because their interests are always what matter most.  

Committed to the needs of our clients, we strive to find productive, A-level candidates in a manner that is efficient, accurate and consistent.   

RESILIENT
DON'T HIRE PEOPLE WHO HAVE NEVER FAILED.
Because failure, in the right hands, leads to resiliency. Our clients hire valedictorians and athletes, because they are both talented and tested. Is it wrong to ask about failure? We don't think so. We think it's wrong not to ask.
DISCIPLINED
HIRE PEOPLE WITH INTENSITY.
Most people have a passion for what they do, but is there an intensity in how they do it? Intensity is a discipline, an uncanny ability to focus. It's overcoming distractions. It's how you reach the goal. It's a mindset, not a personality. We look for it.
COMMITTED
HIRE PEOPLE WHO KNOW WHERE THEY ARE HEADED.
Unless it's a deliberate priority, often a search will default to the evidence of a particular skill set over a track record of commitment. We believe it should never be an either/or proposition.

LESS, BUT BETTER.

“Our contrarian mindset delivers more value, without the smoke and mirrors.” 
from founder Beau Morgan 
Fewer questions, but a better understanding of the search.
Fewer off-the-mark candidates, but better instincts about a natural fit.
Less back-and-forth, but more progress.

DO RECRUITERS ADD VALUE? >

A recruiter’s value can’t be found within the process of a single hire. It can’t be found in that space that sometimes spans between talking to a manager about a job to the identification of a possible talent.

You have to look at everything that comes before that identification to see the value of a good recruiter. A great recruiter creates the conditions for that magic luck to strike. They don’t talk to a lot of different people. They talk to everyone. They don’t want to know their clients or their company’s competitors. They want to know everything that’s happening at every company in their area. It’s a massive amount of work that requires constant rejection, failure, stress, and is compounded by the minutiae of job offers and the uncertainty of human emotion.

That’s why very few succeed at recruiting. It’s not like there is anything special about that one placement. There is nothing about identifying a candidate and getting them a job offer that requires any particular kind of magic, or even a college degree for that matter. Unlike a beautiful painting, anyone or any recruiter can luck out and make a placement or two. But the background required for long-term recruiting success is much different. It involves the deep study of companies, products, markets, assessment, and professions coupled with a kind of brute force stamina to doggedly pursue the talents of other people. This is the process that forges the recruiter’s talent. This talent, when functioning at its best, is impossible to find.

Miles Jennings is Co-Founder and CEO of recruiter.com. Used with permission.

Five Minutes or Less

Curated content, for busy people

THE ROSCOE MARTIN TEAM:

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BEAU MORGAN
OIL & GAS

“None of us were highly recruited, but they were all 4 and 5-star football players. Being 21-point underdogs against 8th ranked Notre Dame, no one gave us a chance.  We downed the mighty Irish with a game-ending field goal that day, and it taught me something I’ve not forgotten.  The most talented team doesn’t always win, but the best team does. Talent is one important variable in the team equation, but it usually takes more than talent to win.”
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KIPPAN MURRAY
ENERGY, DEFENSE and SPACE

People are a powerful force. I had no idea that I was capable of starting a business in my twenties, but I did it. Then it went national, successfully sold, several more ventures followed, and the biggest challenge also became a repetitive one: people. Hiring well was pivotal to growth and there was little latitude to misfire in a competitive environment. I learned then that people are and always will be leadership’s greatest asset. It’s why I became a recruiter. Helping clients build their teams is the best way to help their businesses grow.

RESILIENT. DISCIPLINED. COMMITTED.

HIRE ROSCOE MARTIN... BEFORE THE OTHER GUYS DO.

CONTACT ROSCOE MARTIN

Beau Morgan
Founder and Managing Director 

bmorgan@roscoemartin.com
255 Maple Court, Suite 205
Ventura CA 93003
805-477-9700