HOW WE DO IT - JJA.CO 2022

AIM: Alignment + Intel + Momentum

A real-world approach to hiring world-class leaders.

The talent ecosystem fueling today’s most innovative, growth-oriented companies continues to undergo radical transformation. Simply put, the traditional approach to recruiting and hiring no longer works, especially when you understand that the best candidates are almost never actively looking.

With over 4,000 searches completed by JJA Partners and a 98% success rate on our most recent 300 engagements, we think it’s fair to say JJA has cracked the code on a better, more streamlined approach. We call it AIM – short for Alignment • Intel • Momentum.

One Mission, Five Sprints.

Designed for maximum momentum, even in crazy times.

1. Strategize

Begin by clearly establishing expectations, ground rules, and timelines. Transparency wins.
- Two JJA Partners hold initial conversations with key client stakeholders.
- Record and transcribe a kick-off video call where your CEO or other leader pitches the company’s story.
- Extract specific requirements and define “fit” via a customized questionnaire.
2. Visualize

What qualities matter most in your ideal candidate? How can you pique that person’s interest?
- Create an Ideal Candidate Profile (ICP) and Interview Scorecard to prioritize critical selection criteria.
- Produce a heat map identifying key sectors, companies or business units.
- Craft a professionally-written brief selling your mission, vision, ethos and culture.
3. Prioritize

We review hundreds of candidate bios culled from a three-pronged outreach campaign.
- Proprietary talent relationships from the JJA tracking system.
- Precision targeting within companies identified on your heat map.
- Qualified referrals from trusted sources within our networks..
4. Realize

With every parameter dialed in, we move the best candidates into the funnel.
- A JJA Partner sits in on initial interviews to refine role requirements while zeroing in on personality and culture fit.
- Together, we tweak the pitch, refine the Scorecard and ramp up momentum.
5. Finalize

At this point, the range of stellar candidate options will make your final choice difficult.
- Extreme due diligence for the finalists you select..
  1. More interviews with company leadership, board and investors.
  2. You spend non-interview time with finalists to gauge chemistry and fit.
  3. We perform confidential reference checks. But we also go deeper to identify red flags for racism, intolerance, criminal behavior, harassment and more. This involves a combination of secure, compliant screening of social networks, web search results and paid databases.
- JJA provides counsel/coaching on final selection and deal terms, managing all communication while choreographing negotiation and closing.

Yes, JJA really is different.

PARTNERS ACTUALLY DO THE WORK
Each retained engagement directly involves two JJA partners. And we’re hands-on all the way, from targeting, pitching and vetting talent to monitoring every placement for a full year to ensure the fit.

WE BECOME FIERCE ADVOCATES
By immersing ourselves fully in your company’s mission and culture, JJA becomes a true champion for everything you’re working to achieve. We’ll happily drink your Kool-Aid®, then ask for seconds.

NO SMOKE, NO MIRRORS, NO EXCUSES
This process is all about iteration and constant recalibration. We all learn as we go, with each stage of a search yielding additional intel that makes each of us smarter. That’s how we land the best candidates.

FEARLESS, OBJECTIVE GUIDANCE
Radical transparency is good for everyone. If your situation warrants revising the org chart, adjusting compensation or taking a risk on a counterintuitive candidate, we’re never afraid to make that case.

WE CARE AS MUCH AS YOU DO
JJA’s fixed-fee pricing structure incents us to go for the best fit vs. chasing the highest commission. And unlike traditional headhunters, our payments are tied to clearly-defined milestones.

JJA monitors each new hire after placement to provide you maximum peace of mind. A full one-year replacement guarantee backs our work.

JJA IS A STORYTELLER:

“JJA Venture Search helped us build our Employer Brand. The Client Dossier they crafted became an important narrative for our hires. It helped us tell our company story and polished it over time.”

Travlin McCormack, CTO

JJA IS A REAL STANDOUT

“Two words come to mind when I’m asked about JJA–relationships, and professionalism. These used to be hallmarks of the executive search trade but are all too rare these days. I hear so many stories – and have a few of my own – where search and recruiting have devolved to something akin to today’s dating scene where people don’t communicate, ghost or get ghosted, or even disappear–even after offers are extended or accepted. JJA is a real standout”

Kristen Moore – InVia Robotics

COMPLETELY TRUSTWORTHY AND VERY PLUGGED IN

“I have known Jim since 2005 when he placed me at Green Dot, and then again at Cornerstone, 2 major stepping stones in my career, and we have interacted many times over the years as we engaged him frequently at Cornerstone. He is completely trustworthy and very plugged in to what is happening in tech.”

Mark Goldin – GREEN DOT ADN CSOD

AIM: Alignment + Intel + Momentum

One Mission, Five Sprints.

Designed for maximum momentum, even in crazy times.

1. Strategize

Begin by clearly establishing expectations, ground rules, and timelines. Transparency wins.

2. Visualize

What qualities matter most in your ideal candidate? How can you pique that person’s interest?

3. Prioritize

We review hundreds of candidate bios culled from a three-pronged outreach campaign.

4. Realize

With every parameter dialed in, we move the best candidates into the funnel.

5. Finalize

At this point, the range of stellar candidate options will make your final choice difficult.

Yes, JJA really is different.

JJA IS A STORYTELLER:

Travlin McCormack, CTO

JJA IS A REAL STANDOUT

Kristen Moore – InVia Robotics

COMPLETELY TRUSTWORTHY AND VERY PLUGGED IN

Mark Goldin – GREEN DOT ADN CSOD

How can we help?