Doing the hard work of hiring well.
Matching High Performers with Enterprising SMBs
We champion the success of small and medium-sized businesses (SMBs).
WHO WE ARE
At 10th St. Talent, we blend strategic partnership with executive search execution — think of us as your fractional Talent Operating Partner. As the trusted talent partner for Permanent Equity’s portfolio, we leverage our deep understanding of SMB dynamics and extensive network to place the right leaders in the right roles. We apply executive-level talent strategies from the C-suite to the field, improving clients’ recruitment and retention outcomes on key hires.
Hiring well is hard work. And hiring poorly is expensive and exhausting. Our mission is to elevate SMB recruitment standards, unlocking your company’s potential by building the best team. Our role is to partner with SMBs like yours to evaluate your needs, develop the role(s) and incentives, and recruit the most qualified candidates to join your team.
We’re committed to being the preferred recruitment solution for companies ranging in size from $5M - $100M in annual revenue — often overlooked by larger recruitment firms — ensuring they have access to strategies and candidates previously inaccessible.
WHAT WE DO
We conduct unicorn searches on the regular.
For companies
Hiring leadership in small businesses means you’re looking for a utility player — someone who can wear multiple hats and meet a specific combination of needed skills + geography + compensation. They’re tough searches for unique talent. Using a blend of art and science, we provide targeted, effective solutions to fill your most crucial roles.
For talent
Join a community of talented people who are as committed to small business success as you are. We match your unique blend of skills, interests, and expectations with one-of-a-kind roles in everything from marketing and accounting to HR and software development, with titles ranging from CEOs and CFOs to account executives and associates — and everyone in between.
OUR PROCESS
Your search — with our network and systems.
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We kick things off with a 60 minute intake call with key stakeholders involved in hiring for the role. Based on the information gathered from this meeting, we will create and present an outlined Scope of Work which includes tentative timelines, outlined stages, and estimated costs. Once we have your approval, the search can officially begin.
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Research/Consultation
Depending on services needed, we will consult with key stakeholders to accurately define the job description and understand the role comprehensively, assessing competencies and needs of the company. Following this, our team synthesizes internal goals with market insights to craft a detailed search strategy. We then collaborate with you to finalize critical elements such as the job title, compensation, detailed job description, ideal candidate profiles, scorecards, and marketing strategies to ensure a successful search.
Go Live/Marketing
Go Live includes posting to specific job boards, marketing on different social platforms, and headhunting warm and cold candidates. We use our internal network for referrals as well as traditional executive recruiting methodologies to build a funnel of qualified candidates.
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Screening/Interviewing
Using a carefully crafted scorecard, the 10th St.Talent recruiting team will schedule 60-minute screening interviews with candidates who pass initial screening filters.
Presentation to Company
Depending on the role and search scope, 4 to 8 top candidates will be presented, including resumes, recruiter commentary, and interview scorecards. You will then select candidates to interview directly. The best candidates from this phase move forward to either the Deliverable Phase or On Site Interviews.
Deliverable/Assessment Option
Together we work to hone in on a deliverable. This step is optional, but it can be incredibly insightful. If we’re hiring for a position with a clear output, we like to issue a paid assignment related to the work they would be performing in the role. If we’re hiring for a position that doesn’t have an accessible deliverable, we can instead ask them to complete a personality profile assessment. We take the learnings from this assessment and craft a detailed list of final round interview questions and outline a strategy for onsite visits.
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Final Candidates’ On Site Interviews
Informed by the interviews+deliverable (or assessment), 1-3 candidates attend On-Site Interviews lasting 2-4+ hours. Once a candidate is selected for an offer, we will execute reference checks and compile learned information into a summary document.
Offer Presentation/Negotiation
We can be as involved in this step as you would like, and can be particularly helpful in crafting a competitive compensation package based on market research and candidate data.
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