The Pyramid of Talent

Medallion candidate researching on phone and laptop

The Pyramid of Talent

The more unique the talent to meet the business requirement, the higher the cost to acquire. “Purple squirrels” and “hard to finds” are what we love. Unique talent at the top of the pyramid is not determined by the salary or title. Unique talent to meet a business requirement can be determined by a competitive opportunity, geography, or skill set that the accessible pools of talent cannot provide (internal, referral, or actives).

A PhD in China, a breakthrough Sales Lead in Atlanta, a President for Capital Equipment in the US, a Pharma General Counsel in the Northeast, a global Vaccines Manufacturing expert, a sales coordinator for a start-up, or a CRM developer with a heads up approach may all be considered “hard to find”. Medallion treats every search as a “hard to find”, where market research and scoring of critical skills allows our clients to win.

The biggest mistake we see: companies will use an active process to secure “hard to find” candidates. Many of our clients will use active processes for the first 4-10 weeks, hoping a “purple squirrel” will wander into their active process. The best talent, who are happy and doing well, will not wander into the active process. 99% of Medallion placements are from passive processes and have never heard of the role prior to Medallion contact.

If people are your most important decision, do not “hope” for results. Ensure results by allowing Medallion to provide a holistic view of the market and the best talent to meet your business requirements. Medallion guarantees results and works with your current talent acquisition team to provide a holistic view of the market.

Note: All Medallion clients have a tremendous recruiting team in place. Medallion compliments these internal teams with our unique processes to allow the organization to win talent that is either “passive” or not easily accessible. In the war for talent, Medallion is our client’s “SPECIAL FORCES”.