A practical recruiting workflow, from brief to candidate review.
The process is designed to make the handoff simple. You define the requirement. DovanTek works the sourcing and initial screening. Your team decides which candidates move forward.
Share the requirement
Send the JD or role summary, location, pay range, schedule, must-haves, authorization requirements and screening criteria.
Align on the search
Clarify what makes a candidate relevant, what would disqualify them and how profiles should be presented to your team.
Source the market
Research and identify candidates around the agreed role, geography and qualification profile.
Screen the fit
Review candidates against the criteria you gave us and flag known gaps or questions.
Deliver candidates
Provide the recruiting team with a cleaner candidate pool for review, outreach and next steps.
Refine and continue
Use feedback from the first roles to improve the search approach and determine whether a broader partnership makes sense.
What we can screen around.
Start with two roles.
The pilot is intentionally simple. There is no upfront pilot fee and no long-term commitment required to evaluate whether the candidate quality and workflow are useful to your team.
You send two open roles and the details needed to search them properly.
DovanTek works the sourcing and screening workflow and delivers relevant candidates for review.
If the work is useful, discuss the next engagement structure. If it is not, there is no long-term commitment.
What happens between the job brief and candidate delivery.
The workflow is intentionally transparent. Your team should know what information is being used, what is being screened and where feedback changes the next search.
Read the requirement
Understand the job, location, pay, schedule, experience, must-haves and screening instructions before searching.
Build the search
Translate the requirement into practical candidate signals and a sourcing approach for the relevant market.
Research candidates
Identify people whose backgrounds appear relevant instead of treating every search as a high-volume resume exercise.
Check fit
Compare available candidate information against the criteria and surface gaps or questions that need attention.
Prepare the handoff
Give your team a clearer candidate pool for outreach, interviews and client submission.
Learn from feedback
Use recruiter feedback to refine the search and improve relevance on the next candidate cycle.
Better input creates a better search.
If the pay range, location, shift, work authorization or must-have criteria are unclear, the search becomes harder to judge. We would rather clarify the requirement before sourcing than hide uncertainty behind candidate volume.