Delivery Approach

We know that in today’s fast-paced business world, our clients do not have the time, resources, or interest in “mining” the universe of resumes when they need an immediate staffing solution.  That is our job!  We will find the best candidates in the market and present them to you in a timely manner.  We take a very hands-on approach and do all of the legwork for you.  All you have to do is select among a pool of pre-qualified top tier talent. 


Our intensive screening method takes the guesswork out of your hiring process. Our screening process is at the core of the “Marmor Talent Difference.”


Below is an overview of our 5 stage delivery approach:

  1. Initial Phone Screen
    Our Recruiters conduct an in-depth phone screen with every candidate. In this phone interview, we make sure we assess education, qualifications, experience, and skill level. In this initial step, we also qualify candidates based on areas of interest, location, availability and compensation.
  1. Personal Interview
    Our Recruiters schedule each candidate for an in-person interview at one of our local offices or via video conference. In this interview, we conduct an in-depth examination not only of technical abilities, but also of punctuality, soft skills, professionalism, and interviewing abilities. During the interview, we obtain additional information regarding to the candidate’s level of experience and specific skill-sets. We ensure that the candidate has a thorough understanding of the job requirements, including a specific description of the daily responsibilities at the client site. The Recruiter determines if the candidate is qualified for the position before proceeding to the next step in the process.
  1. Managerial References
    We require each candidate to provide at least three managerial references, and we verify that the managerial reference was indeed responsible for the management and technical direction of the applicant. Then, we gather information from the reference about the candidate’s previous work experience, technical responsibilities, and the level of skill that was needed to perform those duties. We also gather feedback from these managers in regards to the candidate’s ability to work with a team, reliability, and potential for rehire. In addition, we describe the job and ask the manager if they believe the candidate is a good fit for the job requirement from both a personality and technical perspective.
  1. Account Manager Screen
    As the fourth step in the process, the Recruiter presents the candidate to the Account Manager, who is ultimately responsible for filling the position according to the clients’ needs. This screening is imperative because the Account Manager is in direct contact with the client and therefore has the best understanding of what the client is looking for in a new hire. At this step in the process, the Account Manager confirms again the candidate’s expertise, evaluates soft skills and determines if the candidate would be a great fit for the client’s culture. If the Account Manager approves the candidate for submittal, then he/she formally presents the candidate to the client.