The Strategic Talent Partnership
Eight stages take a search from activation to a successful hire, and the partnership keeps going after the start date. We handle every step. You step in when a finalist is ready for your review: fully vetted, interviewed and endorsed by LockLeed.
U.S. Dept. of Labor HIRE Vets Medallion · 2023 PlatinumEight Stages, One Team
Your Search Engagement Fee activates the partnership. From there, one LockLeed search team carries your role through every stage below, and stays with you after the hire.
- 01ActivatePartnership kickoff
- 02StrategizeBuild the search
- 03LaunchTake the opportunity to market
- 04MobilizeActivate the military talent network
- 05VetPersonally qualify the talent
- 06PresentDeliver qualified candidates
- 07HireManage the hire
- 08PartnerContinue building the workforce
Where it leads: from one search to a long-term talent partnership.
Your Engagement Fee Doesn't Buy a Job Post. It Activates the LockLeed Network.
A job post waits for applicants. A LockLeed search goes out and finds them, taking your opportunity directly to military talent in every stage of service.
- Active Duty
- Reserve
- National Guard
- Transitioning Service Members
- Veterans Nationwide
What Happens at Every Stage
Partnership Kickoff
A search team is assigned the day the partnership starts. Together we confirm the priority positions, the requirements, the compensation and who makes the call, then lay out a 30/60/90-day hiring roadmap.
- Search team assigned
- Priority positions identified
- Hiring requirements confirmed
- Compensation and candidate profile established
- Decision-makers identified
- 30/60/90-day hiring roadmap developed
Build the Search
Military experience doesn't arrive with civilian job titles. We translate your requirements into the military occupations that produce them (MOS, AFSC and ratings), choose the markets to recruit from, and shape the message candidates will hear.
- Position-specific recruiting strategy
- Military experience translated to your requirements
- MOS, AFSC and rating targets identified
- Geographic talent markets established
- Candidate messaging developed
- Leadership and executive market mapping
Take the Opportunity to Market
Your opening goes out through the channels military talent actually uses: installations, transition assistance programs, veteran organizations and military employment networks.
- Partnership announced throughout the LockLeed network
- Military installations engaged
- Transition Assistance networks activated
- Veteran organizations notified
- Military and veteran employment channels activated
Activate the Military Talent Network
We don't wait for military talent to find the opportunity. We take the opportunity directly to them, with campaigns built around the job codes and markets set in stage 02.
- Active-duty installations nationwide
- Reserve units across all branches
- Army National Guard units
- Air National Guard units
- Transitioning service members
- Veterans nationwide
- MOS, AFSC and rating-specific campaigns
- Geographic and skill-based targeting
Personally Qualify the Talent
Every candidate is qualified by LockLeed before you see a name: a structured behavioral interview, verified service and experience, and professional references. Not resumes in a database. People we've personally evaluated.
- Phone screen
- Application
- Military service verification
- Experience validation
- Position-specific qualification
- Structured LockLeed interview
- Compensation and availability confirmed
- Professional references
Deliver Qualified Candidates
You receive a shortlist of 2 to 4 finalists, each with our written summary and recommendation. Qualified. Vetted. Ready to interview.
- Resume
- LockLeed candidate summary
- Relevant experience
- Compensation requirements
- Availability
- Recruiter recommendation
Manage the Hire
We run the logistics from first interview to first day, so strong candidates don't slip away between steps. The placement fee is invoiced when your candidate accepts the offer, and your Search Engagement Fee is credited toward it under your partnership agreement.
- Interview coordination
- Candidate preparation
- Client and candidate feedback
- Offer management
- Candidate closing
- Start-date coordination
- Pre-start communication
Continue Building the Workforce
A placement starts the relationship; it doesn't end it. We check in at 30, 60 and 90 days, plan your next hires with you, and support new searches and locations as you grow. If a placement doesn't work out within the guarantee window, we re-run the search at no additional fee.
- 30-day check-in
- 60-day review
- 90-day partnership review
- Upcoming hiring needs identified
- Additional searches activated
- Expansion locations supported
- Long-term workforce strategy developed
From one search to a long-term talent partnership
How the Engagement Works
No surprises: we walk you through every fee before anything is signed.
Requirements Brief
A 30-minute call to start. We cover the position scope, title and compensation band, any clearance requirement, the technical and operational skills, your culture and leadership expectations, and the timeline.
Search Engagement Fee
Starts the search and reserves dedicated recruiting resources for your role. It is credited in full toward the placement fee.
Placement Fee
Invoiced when your candidate accepts the offer.
Placement Guarantee
If a placement doesn't work out within the guarantee window, we re-run the search at no additional fee. The window and terms are in your written agreement before the search starts.
Process FAQs
What do you need to start a search? +
How many candidates will I see? +
What's the placement guarantee? +
What happens after my new hire starts? +
Do you place for contract or temp roles? +
Ready to Start the Process?
Submit a requisition. We'll schedule your brief within 24 hours.