About Us

PMG EXECUTIVE SEARCH & RECRUITING

PROCESS FLOW & DEFINITIONS

 

                    

 

Client Engagement & Needs Analysis involves PMG staff building relationships with clients to understand their business, culture, and strategic goals. This enables a precise assessment of their leadership and associate needs, allowing for tailored search strategies that align top talent with organizational objectives.

Position Specification & Role Profiling involves clearly defining the responsibilities, qualifications, success metrics, competencies, and competitive compensation required for a role. PMG uses this to create a targeted profile that attracts the right candidates that ensures alignment with the client’s organizational needs and culture beyond the skill set.

Search Strategy & Talent Mapping involves developing a customized approach to identify, engage, and attract top-tier candidates. PMG leverages industry insights and talent intelligence to map out where ideal candidates are located—by sector, function, and geography—ensuring a targeted and efficient search process.

Candidate Sourcing Techniques involve leveraging a mix of traditional and advanced methods—such as direct outreach, proprietary databases, AI tools, referrals, and associate recruiter & industry networks—to identify and engage high-caliber talent. PMG uses these techniques to build strong, diverse candidate pipelines aligned with the client's talent needs.  Candidate sourcing timelines differ greatly depending on the position, skills availability, compensation match to the competitive market, and supply & demand.  

Candidate Outreach & Engagement focuses on initiating meaningful, personalized contact with potential candidates to spark interest and build trust. PMG crafts compelling messages and maintains ongoing dialogue to ensure candidates are informed, aligned with the opportunity, and motivated to explore the role further.  Most of PMG’s placements are made with passive clients and the engagement process may be a bit longer than the active market, but most often, provides our clients with top-talent candidates.

Preliminary Screening & Interviews are used to evaluate a candidate’s qualifications, experience, and cultural fit early in the process. PMG conducts in-depth interviews, most often STAR method, to assess alignment with the role’s requirements and the client’s expectations—ensuring only the most promising candidates move forward.

Administer Candidate T-Letter involves guiding the finalist candidate in preparing a tailored cover letter—often in the "T-format"—that clearly aligns their qualifications with the key requirements of the role. PMG uses this tool to present a focused, side-by-side comparison of candidate strengths and position needs, helping our clients make confident, informed decisions.

Draft & Forward Candidate Summary to Client involves preparing a concise, insightful overview of each shortlisted candidate’s background, qualifications, and alignment with the role. PMG presents this summary to help clients quickly understand the candidate’s fit and streamline the decision-making process for interviews and next steps.

Client Interviews with Candidate(s) mark a critical stage where selected candidates meet directly with the client for deeper evaluation. PMG strives to coordinate these meetings, provide guidance to both parties, and gather feedback to ensure alignment, clarity, and momentum toward a successful hire.

Finalist Assessment is a deeper evaluation of top candidates to validate fit, capabilities, and alignment with the organization’s values and goals. As mentioned in the T-Letter process, PMG often incorporates and encourages a “sandbox” process—such as case studies, strategy presentations, or stakeholder simulations—to observe how finalists think, communicate, and perform in real-world scenarios relevant to the role.

Offer management involves presenting the job offer clearly and professionally to ensure alignment between the candidate’s expectations and the client’s terms. It includes facilitating open communication, addressing any concerns, and managing negotiations to reach a mutually beneficial agreement that secures the candidate’s acceptance while protecting the client’s interests.

Reference and background checks are critical steps to validate a candidate’s qualifications, work history, and fit for the role. This process helps ensure the accuracy of information provided and uncovers any potential risks, giving the client confidence in their hiring decision.  Some employers prefer both personal and work related checks and some positions may require a more complex background or criminal check. PMG provides referrals to these third party professional organizations.

 

 

PMG Candidate Sourcing Strategy

 

For nearly two decades, PMG has cultivated a proprietary talent network of more than 20,000+ rigorously vetted professionals—both active and passive candidates, each personally interviewed and, in many cases, successfully placed. Before the pandemic, we met candidates face‑to‑face in our Phoenix, Dallas, Houston, Huntsville, and Atlanta offices. Most of these relationships remain active today: many candidates subscribe to the PMG Newsfeed, stay engaged through scheduled touchpoints, and routinely refer high‑caliber colleagues which amplifies our candidate resources. Our CRM is continuously audited to capture real‑time engagement metrics, ensuring data accuracy and responsiveness.

 

Strategic Partnerships

In addition to our proprietary network, PMG leverages a 15‑year alliance with Top Echelon’s TE Network™, a split‑placement ecosystem comprising 500+ recruiting firms and 1,000+ recruiters across the United States and Canada. This partnership provides:

 

• Expanded Reach: Shared access to requisitions and candidate pipelines across complementary markets.

• AI‑Enabled Technology: TE’s CRM/ATS employs advanced scraping and parsing tools to aggregate talent data from LinkedIn, indeed, ZipRecruiter, and other major talent platforms.

• Accelerated Delivery: Collaborative sourcing shortens time‑to‑fill while maintaining quality.

 

Relationship‑Driven Sourcing

PMG prioritizes relationship‑based sourcing over passive job‑board resume sourcing and postings. Our recruiters are active members of industry organizations aligned with our key practice areas, including:

• Financial Executives Networking Group (FENG)

• CFO Leadership Council & The CFO Alliance

• National Association of Manufacturers (NAM) & Manufacturing Leadership Council (MLC)

• Associated General Contractors of America (AGC)

• National Business Aviation Association (NBAA), and many more

We also engage with local business associations in Phoenix, Dallas, and Florida through Business Journal events, SHRM chapters, business development councils, chambers of commerce, the SBA, and the Better Business Bureau.

Targeted Job‑Board Strategy

For high‑volume trades, and administrative roles—where the talent supply trends differently—PMG supplements its relational approach with data‑driven, reactive searches. We maintain enterprise subscriptions with:

• LinkedIn Recruiter & Sales Navigator

• Indeed

• ZipRecruiter

• CareerBuilder

• Monster

• Dice, and other specialty platforms

 

Continuous Innovation

For over 18-years, PMG relentlessly tests emerging sourcing technologies to stay ahead of market dynamics. Today, AI incorporation is the trend with the majority platforms built to source from the largest candidate database, LinkedIn; which alone now hosts more than 300 million monthly active users. Collectively, our recruiters maintain 40,000+ first‑degree LinkedIn connections across our core markets.

Through this multifaceted, relationship‑centric strategy, PMG consistently delivers vetted, high‑impact talent that aligns with our clients’ strategic objectives.