A recruiting layer built around US non-IT W2 hiring.
We work behind staffing firms and employers to add sourcing, screening and recruiting operations capacity. The objective is not to replace your recruiters. It is to help them work more of the roles already on their desk.
From requirement to a cleaner candidate pool.
Capture title, location, compensation or pay range, schedule, must-haves, work authorization and screening requirements.
Define the search around the actual role rather than relying on broad, generic resume volume.
Identify profiles that appear relevant to the agreed role, market and geography.
Review the agreed criteria and flag obvious gaps before candidate delivery.
Provide the recruiting team with a cleaner pool to review and take forward.
Support candidate communication and interview coordination when included in the assignment.
Non-IT roles across the US market.
Our primary focus is non-IT W2 hiring. The categories below describe the markets where the sourcing and screening model can be applied.
Healthcare
Support for defined clinical and non-clinical hiring requirements, subject to the client's screening criteria and role requirements.
Pharma & Life Sciences
Recruiting research and candidate screening for pharma, biotech, laboratory, quality and related business functions.
Engineering & Manufacturing
Production, engineering, quality, maintenance, operations, plant and manufacturing-support positions.
Construction & Skilled Trades
Trade, field, project, site and construction-support positions with location-specific sourcing requirements.
Finance & Accounting
Accounting, finance operations, payroll, billing, AP, AR and related business roles.
Sales & Business Development
Inside sales, business development, account-facing and commercial support positions.
HR & Administration
HR coordination, recruiting operations, administrative and people-support roles.
Customer Support & Operations
Customer-facing and operational positions where communication, process and reliability are important.
Other US W2 roles
If a role does not fit a listed category, send the requirement. The pilot can be used to assess sourcing fit.
A good search starts with a good brief.
You keep the client relationship.
DovanTek's role is recruiting support, sourcing, screening and candidate delivery. Your team retains the client relationship and final interview or hiring decisions unless a different workflow is agreed.
What a useful candidate handoff should contain.
The goal is not to send volume for the sake of volume. A useful handoff gives your team enough context to decide quickly whether a candidate deserves a next conversation.
Why the candidate appears relevant to the job title, core responsibilities and must-have requirements.
Whether the candidate appears aligned with the work location, shift, travel expectations or other geographic constraints.
Relevant background, tenure, transferable experience and the specific capabilities requested in the brief.
Compensation information can be considered where it is provided as part of the agreed search criteria.
Authorization requirements are treated as part of the role brief and screening process when the client requires them.
Questions, missing information or visible mismatches are identified instead of being hidden behind a generic submission.
Use DovanTek where your recruiters need another set of hands.
Keep account management, client communication and hiring decisions with your team. Use DovanTek for the research and recruiting execution around open requirements that need more attention.