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DIVERSIFY YOUR HIRING

who we servewhat we do



WHO WE SERVE

Surveyed Talent Acquisition professionals say that Talent Sourcing - the effort
involved to generate qualified candidates for employment - takes up 38% or more
of their time, making it challenging to find time to address candidates at later
stages of the funnel. At Makena, we live at the TOP OF THE FUNNEL, so our
clients can do the things that they do best.


RECRUITERS

By managing the “top of the funnel” for our partners, we enable recruiters to
focus their time and attention on the bottom of the funnel, providing them with
a steady stream of qualified candidates to share with their hiring managers.


TALENT ACQUISITION LEADERS

Talent Acquisition leaders lean on us to help make their recruiters more
successful by allowing them to focus on higher-touch aspects of the recruiting
lifecycle and freeing them from the burden of sourcing!


HIRING MANAGERS

Every hiring manager needs a healthy pipeline of talent for their hard-to-fill
open positions. By partnering with Makena, you’ll ensure a steady stream of
prequalified, proactively sourced candidates land in your managers’ inboxes with
regularity.


ABOUT US

We choose us for your talent sourcing needs?
We are obsessed with getting it done right.

Makena Partners was established in 2012 as a recruiting services firm focused on
results.

We figured out early on how to navigate the murky talent acquisition waters to
get to the best candidates, and since our founding, have evolved into a
full-service talent sourcing agency designed to help our clients build out
robust talent pipelines.

Simply put, we source, so you can hire.



   
 * EXPERIENCE
   
   We are uniquely positioned to support your technology needs, with a distinct
   focus on cloud computing and automation.

   
 * PASSION
   
   We put our heart into everything we do. We'll never work on anything we can't
   ourselves be excited about.

   
 * ENERGY
   
   We operate with a "line of force" methodology - ensuring that we deliver
   results with energy and enthusiasm.

   
 * INTEGRITY
   
   We do this because we strive to add value through ethical and honest work.


LATEST NEWS




FIVE STRATEGIES TO IMPROVE YOUR DEI TALENT SOURCING

What Is Talent Development?  Talent Development or Talent Acquisition is the
process of identifying, hiring, and retaining valuable employees.  What Is DEI
(Diversity, Equity, and Inclusion) In Recruitment/Sourcing?  DEI in recruitment
is the effort made by recruiters to not allow internal biases and prejudices to
affect a candidate’s chance of being hired.  Internal biases can Read more about
Five Strategies To Improve Your DEI Talent Sourcing[…]


HOW TO EFFECTIVELY OUTSOURCE YOUR TALENT SOURCING (TALENT ACQUISITION)

A whopping 44% of the workforce anticipate changing jobs over the next year.
This means if you work in HR, as a recruiter, or oversee hiring at your
organization– recruiting is likely to be a vital part of your job.  Talent
sourcing is expensive and time-consuming for businesses. TA (talent acquisition)
departments are often very Read more about How To Effectively Outsource Your
Talent Sourcing (Talent Acquisition)[…]


HOW TO RUN A SUCCESSFUL TALENT SOURCING CAMPAIGN

Successful hiring begins at the top of the funnel by identifying and cultivating
relationships with prospective candidates who convert into employees after a
series of interactions with your organization. So how do the best sourcing
recruiters do it? “I think in marketing terms,” says Scott Weiss, Managing
Partner of Makena Partners, a talent sourcing firm. Read more about How to run a
successful talent sourcing campaign[…]


WHAT ROLE DOES TALENT SOURCING PLAY IN RECRUITING?

Recruiting, as with any process-oriented function, is really the sum of all of
its collective parts. While the term “recruiting” tends to be used as
all-encompassing, generally when people talk about recruiting, they’re talking
about one or more specific steps, or phases, in the “full lifecycle” recruiting
process. So what does that process look like? Read more about What Role Does
Talent Sourcing Play in Recruiting?[…]




SHOULD YOU HIRE A TALENT ACQUISITION CONSULTANT?

Your company is growing fast and you’re struggling to find qualified candidates
to fill your pipeline.  As a busy HR leader, you’ve got your hands full managing
payroll, benefits, employee experience, not to mention helping build and define
company culture.  The last thing you have time to do is spend hours preparing
job descriptions, posting Read more about Should You Hire a Talent Acquisition
Consultant?[…]


CANDIDATE SOURCING STRATEGIES FOR EVERYONE

A good candidate sourcing model depends on a few key factors.  If done
correctly, organizations can decrease their dependency on job boards and
third-party recruiting firms to generate candidate flow.  The following tips
should help you determine first if you have the resources in place to run a
successful candidate sourcing program, or whether it Read more about Candidate
Sourcing Strategies for Everyone[…]


HOW TO HIRE SOFTWARE ENGINEERS

Hiring software engineers can be one of the more difficult challenges any
business leader must navigate through:  there are simply not enough qualified
candidates available for the sheer volume of open positions at companies in the
United States and beyond.  As such, employers are beginning to consider new
approaches to recruiting and hiring, as well Read more about How To Hire
Software Engineers[…]


SHAREPOINT VS BOX FOR COLLABORATION

Many companies flock to Sharepoint 2013 the way bees do honey – as a Microsoft
product, it’s often the default go-to for companies (already using MS products)
looking to build and manage collaboration portals.  However, there are a few new
players on the block, that while lacking the deep integrations with other
Microsoft technologies (Azure, Windows, Office, etc.) give Sharepoint a run for
their money with regards to pricing, features, and flexibility. Read more about
Sharepoint vs Box for Collaboration




EMPLOYEE REFERRAL PROGRAMS – THE GOOD, BAD, AND UGLY

There’s a lot of noise in the new category of “social recruiting” software,
designed for large enterprises to tap their employees’ social connections to
help find qualified, “passive” candidates for open positions.  While there is a
lot of promise in this space (worst case scenario it creates a new channel for
company recruiters, best case it revolutionizes the way companies attract
talent), it’s helpful to be realistic about expectations with employee referral
programs.

The promise of software is always to automate human processes to make them
quicker, better, more effective.  Software that makes it easier for people to do
their jobs, and makes them more productive, is, in most cases, going to be
successful.  However, software that expects new behavior from users,
specifically behaviors they were not quite engaged in prior to using the
software, is tricky.  Employee referral programs are a perfect example. Read
more about Employee Referral Programs – The Good, Bad, and Ugly


SAAS CONVERSION ANALYSIS – 4 KEY FACTORS

As a SaaS provider, you are focused on optimizing your customer acquisition
channels (at the same time as keeping your current customers happy with new
products, features and services.)  More then ever, you’re diving into your
business intelligence reports to better understand the metrics behind the
economics of your company, as well as customer and prospect behavior on your
website (marketing analytics.)

One of the commonly overlooked pieces of your business is “conversion analysis”
– that is, the who, what, when, where, why and how around prospects hitting your
application marketing site and “converting” into a lead, free trial user, and/or
customer.

There are a number of key factors that drive any SaaS conversion analysis.  Here
are the 4 most important: Read more about SaaS Conversion Analysis – 4 Key
Factors


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7900 SE 28th Street, Ste 234 Mercer Island, WA 98040
scott@makenapartners.com
(206) 455-8726
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Makena Partners LLC