hiring process

Our candidate selection process is designed to quickly determine if alignment exists between a candidate’s career aspirations and the goals and core values of our company. The multistep process typically takes 10 business days to complete and includes interviews with individuals representing different levels of responsibility within the organization, including Practitioners, Practice Leads and our Principal Partners. Because cultural fit is very important to us, we want candidates to learn and understand as much about us as we try to learn about them. As a result, we provide the candidate the opportunity to delve deeper into our company culture and to learn more about the accountabilities and key success factors of each role. In the end, those who successfully complete the process outlined below, find a rewarding career with a fast growing consulting organization that is Business Minded. Tech Savvy. People Driven.

Prescreen Interview
The prescreen is a short phone conversation with a Talent Acquisition Specialist and its purpose is to gauge interest between SDLC Partners and the candidate. The prescreen allows the Talent Acquisition Specialist to gather basic information about the candidate and to assess an initial culture and skill fit. This interview is also aimed at determining whether or not both parties deem it appropriate to move on with the process.  

TeckChek Assessment
TeckChek is a computer-based assessment designed to measure overall proficiency in a subject, as well as depth of knowledge in specific sub-topics. The TeckChek assessment is only administered to candidates with a technical background. Hiring decisions are not based solely on the results of the assessment; it serves as the basis for skill level coverage of the Peer Interview. 

Talent Acquisition Specialist Interview
The Talent Acquisition Specialist interview is a one-hour, in-person or phone conversation. Its purpose is to further determine whether the candidate aligns with the opportunity at hand as well as our core values. Additionally, we seek to educate the candidate about SDLC Partners sufficiently enough that he or she has a foundation for asking incisive questions and covering more ground further along in the process.

Peer Interview(s)
During this discussion (there may be more than one depending upon an individual's particular skill set) we assess the strengths, depth and breadth a candidate brings to the table. It is also the candidate's opportunity to speak with an SDLC Partners peer and ask questions. Peers can provide insight into their experiences in the field, working with management and the overall experience of working for the firm. The peer interview is also a way to verify the results of the TeckChek assessment should the candidate be a technical resource.

Behavioral Assessment
We utilize a whole-person approach to our selection process by administering a variety of assessments and/or procedures as means by which to identify areas for further exploration. Typically these tools take a few hours of time, generally not all at once, and the results are then combined with feedback from other steps in the screening process to provide a more complete picture of an individual. Because these assessments are quite comprehensive and require debriefing with behavior and content experts, we do not include sharing the results with candidates as part of our process. However, if a candidate becomes an employee, we often share results as a piece of the on-boarding and personal development process.
 
Management Interview with a Principal Partner or Practice Lead
The final step of our process is to meet with one of the members of the Leadership Team.  During this stage of the process, the conversation will focus more on consulting practices, working with clients and co-workers, as well as a candidate's fit within our given practices areas.  This is also an opportunity for the candidate to discuss the strategic direction of the firm with executives who are responsible for creating the vision.