Questions a staffing leader should be able to answer before starting.
Clear answers about the current recruitment model, pilot, role coverage, screening and responsibilities.
What does DovanTek recruit?
DovanTek focuses on US non-IT W2 roles across Healthcare, Pharma and Life Sciences, Engineering and Manufacturing, Construction and Skilled Trades, Finance and Accounting, Sales and Business Development, HR and Administration, and Customer Support and Operations.
Do you recruit IT roles?
Non-IT W2 recruitment is the current core focus. IT recruiting is not the primary service positioning.
How does the 2-role pilot work?
Send two open US non-IT W2 roles with the job descriptions and practical search criteria. DovanTek works the sourcing and initial screening so your team can evaluate the candidate quality. There is no upfront pilot fee and no long-term commitment required to test the model.
What information do you need?
A useful brief includes the job description, location, compensation or pay range, schedule, must-have skills, experience requirements, work authorization requirements and any screening questions or knockout criteria.
Who handles the client and interview process?
DovanTek supports sourcing, screening and candidate delivery. The staffing firm or employer retains the client relationship and final interview or hiring decisions unless a different workflow is agreed.
What does the pilot cost?
There is no upfront fee for the 2-role pilot. Commercial terms after the pilot are discussed based on the requirement and engagement model. No fixed public placement fee is being published here.
Can you work difficult roles?
The pilot is specifically useful for testing sourcing fit on open or difficult requirements. Candidate availability varies by role, market, compensation, location and other factors, so DovanTek does not promise a placement guarantee.
Which locations do you cover?
The current customer-facing recruitment focus is the United States.
How does screening work?
Screening is based on the criteria agreed for the role. This can include experience, location, compensation alignment, schedule, work authorization, credentials when relevant and client-specific knockout questions.
How do I start?
Send one or two roles through the contact page or email ankush.sharma@dovantek.com. Include the JD and the practical requirements so the search can be evaluated properly.
Send two roles and judge the work.
The easiest way to evaluate the model is to give DovanTek a real requirement and review the candidates produced against your expectations.
Send two rolesBefore you send the first two roles.
A complete brief makes it easier to judge candidate quality fairly and reduces unnecessary back-and-forth at the start.
Have the JD ready
Send the current job description or a clear summary of responsibilities and required experience.
Define the market
Include location, remote or onsite expectations, travel, shift and any geographic limits.
Define the economics
Share the compensation or pay range so sourcing can be aligned to a realistic market.
Define the screen
Tell us what should qualify a candidate and what should immediately disqualify one.