"[Sagence] is a small company with a lot of really intelligent people. I was immediately impressed by everyone I met during my interviews and quickly realized how much potential there was for me to learn and grow in my career if I were to work for Sagence — much more than other large and small companies that I had interviewed with."
Our recruiting process is comprehensive and includes many of our staff members. This not only ensures our staff has an opportunity to evaluate your skills and fit with the firm, but it ensures you have the opportunity to gain as much information as possible about the firm, the work and the people. An informed decision is a good decision.From where does Sagence Group hire?
Recruits come to Sagence Group from both industry and consulting. While many candidates are referred by our current employees and have worked with our employees in the past, we strongly encourage candidates to apply directly. This adds to our diversity of skills and backgrounds and brings new perspectives to the firm. In general, our efforts are focused on individuals with specific experiences, skills and levels of expertise relevant to the firm's work. We typically look for candidates who have at least two years of prior professional experience.
The interview process
The interview process typically includes the following steps:
The Recruiter Screen is the first step in the process and it is here that the initial introduction between the candidate and Sagence Group is made. The recruiter provides a general overview of Sagence Group, the history of the firm and how the firm is structured and also spends some time getting to know the candidate's background and experience. If this conversation goes well and the recruiter finds that the candidate meets the current hiring needs of the firm, the candidate will be scheduled for a more in-depth Content Screen.
The Content Screen typically takes place via telephone and is conducted by one of our consultants. The consultant will dive deeper into the candidate's experience and relevance of prior skills, asking for specific examples of the candidate's experiences and how s/he handled various situations. If this conversation goes well, the candidate will be invited to participate in In-person Interviews. On occasion, a second Content Screen may be conducted.
During In-person Interviews, the candidate has the opportunity to meet with a variety of people from the firm. This is a great opportunity for candidates to ask questions to better understand our culture and the type of work we do. In-person Interviews also help us to further evaluate a candidate's skill set and fit with the firm. Offer decisions are typically made at this stage in the process and are communicated verbally and in writing by the recruiter. Some circumstances may call for additional interviews.
If an offer is received, Post-Offer Discussions are typically set up to allow the candidate to gain additional insight into the firm in a more informal setting. Conversations may be set up with someone who participated in the candidate's recruiting process or with a consultant who may have something in common with the candidate (i.e. will work at the same level, lives in the same city, previously worked for the same employer, etc.).
