Technology · Executive · Sales
The hire a job post won’t find.
No search team in-house, and a seat that’s been open too long? That’s the gap we fill. We run the whole search for you, go after people who aren’t on the job boards, and only send you the ones worth interviewing.
We’ll tell you straight whether it can be filled as written, at the pay and location you’re offering. No cost, no commitment.
- For
- Mid-sized companies without an in-house search team
- Practices
- Technology, executive, sales
- Searches
- A limited number at a time
- Based
- Philadelphia region, recruiting nationwide
01What you get
One page per candidate. Fit, risk, and what it takes.
A résumé tells you where someone’s been. Our one-page case tells you why they belong in your process, what could go wrong, and what it’ll take to hire them. It’s written before you spend any time interviewing them.
Candidate A
02How we work
What you can hold us to.
- 1
A small number of searches
We take on a limited number of searches at a time, and the person who takes your brief runs it to the end. It doesn’t get handed to someone junior once you’ve signed.
- 2
A straight read before you commit
Send the job description and we’ll tell you straight whether the role can be filled as written, and what we’d change if it can’t. Sometimes the honest answer is that we shouldn’t take it.
- 3
People worth interviewing
A typical shortlist is 3 to 5 candidates, each with a one-page case. We handle the scheduling, the feedback and the offer conversation on both sides.
- 4
We stay on after the start
We check in with you and the new hire after they start.
What we won’t do
- Send a résumé of someone we haven’t spoken to about your role.
- Put anyone forward without their explicit consent.
- Take on a search we don’t think we can fill.
- Recruit people away from a company we’ve placed someone into. [CONFIRM POLICY AND TERM]
03Practices
Three kinds of hire we’re built for.
- 01
Technology
Engineers, architects and platform specialists across cloud, Azure, AWS and Salesforce, judged on what they’ve shipped and the systems they’ve run, not the keywords on their résumé.
- 02
Executive
VP and C-level searches, kept confidential from first call to signed offer. We map the market before you meet anyone and take references before an offer goes out.
- 03
Sales
Account executives, sales engineers and sales leaders, judged on their track record: quota and attainment, deal size, who they sold to. Plus the revenue operations roles behind them.
04How fees work
How fees work, in plain terms.
- Model
- Contingency. There’s no fee until you make a hire.
- Fee
- 20% of the hire’s first-year salary.
- Payment
- Paid in installments, starting when your hire starts.
- Replacement guarantee
- 45-day replacement guarantee.
Sending us a job description costs nothing and commits you to nothing. If we take the search on, the fee and terms are agreed in writing before any work starts.
05Who runs your search
The person on your first call runs your search.
Tim Davin Managing Partner
Every search at Timothy Patrick is run end to end by the Managing Partner, Tim Davin. Tim is a talent acquisition and recruiting professional who previously recruited at Frank Recruitment Group and has worked in corporate talent acquisition, building recruiting processes for growing organizations. He has helped grow a home improvement company from about $15M to about $85M in revenue, recruiting to build out its sales and marketing workforce from about 35 to more than 225.
06Past work
Searches Tim has supported.
These searches were run by Tim Davin in agency and in-house roles, before and outside Timothy Patrick. Clients are not named.
- i.
Technology
Microsoft Azure specialists for a major aerospace and defense company: cloud architects, DevOps engineers and developers. The skill sets were niche enough that standard sourcing couldn’t reach them, so the work relied on targeted outreach, technical screening and passive-candidate sourcing.
- ii.
Sales
In-home sales reps and sales professionals for fast-growing home improvement companies, across multiple markets and new office openings, with candidates drawn from direct, outside and consultative sales.
- iii.
Marketing leadership
Senior marketing leaders with digital advertising, communications and strategy experience. Also field marketing and canvassing reps, and the team leads who run them.
Also operations support, project management, installation contractors and skilled trades.
Got a seat that’s been open too long?
Send us the job description and you’ll get a straight read on whether it can be filled as written. No cost, no commitment.