Helping you imagine higher

Helping you imagine higher

Helping you imagine higher

Your Career Is Our Top Priority

Candidates are the bedrock of our business, and we both succeed when we work as a team.

It starts with getting to know each other. Our consultants – all experts in their practice areas – have a genuine interest in building honest, mutually beneficial relationships that last throughout your career.

More often than you might expect, we see talents and abilities you didn’t even know you had. This can lead to opportunities for you to achieve your potential in work you truly love.

  • Find jobs that match your skills and interests
  • Build your career strategically, one step at a time
  • Get insider access to unadvertised opportunities
  • Learn how to make a great impression in your interview
  • Keep your search confidential if you prefer

With Everest Management in your corner, the sky’s the limit.

Candidate FAQ

Candidate FAQ

Is there a cost or expense to me for using a recruiting firm?

No, there is no cost to using a recruiting firm, other than the time you invest in dealing with us. The client company that hires you pays a recruiting or referral fee, and it typically has a budget for these expenses.

Will I know beforehand where my resume is being sent?

Absolutely! You will be provided with as much information regarding potential opportunities as is permitted by our clients. The decision to apply for any particular position is yours alone.

How does a recruiter obtain an assignment?

By constantly networking, developing and managing relationships, recruiters obtain their clients’ trust that, whenever a new assignment arises, we can provide the best possible ‘solutions’ in a valuable, customer-service oriented fashion.

When will I know if I'm ready to change positions?

Choosing to leave your current position is never easy. In cases such as severance or redundancy, the decision may have been made for you. Typically, however, individuals can feel very isolated by this process, often only able to confide in trusted friends and family. To help, here are some elements to consider in your decision-making process:

  • Examine key reasons for wanting change. Can you justify these in an interview?
  • In your current role, what skills have you acquired to offer a prospective new employer?
  • Identify your career goals. Where do you wish to be in 2 or 5 years? Develop a strategy, if possible.
  • Consider a new role’s impact on your quality of life. Change can often improve this and be refreshing, but the associated risks can also be stressful and challenging. Be prepared.
  • Update your resume. While this very important marketing tool may always be a “work in progress,” it is vital to helping you develop a true reflection of your skills and achievements.
  • Review your current compensation package. Reflect on what may be realistic going forward.
  • What other benefits are important to you? Not all employers provide similar coverage.
  • Finally, be prepared to tackle the hurdle of interviews. Expect to rearrange your schedule to accommodate appointments, and allow for research and preparation time.

While today’s job hunter can employ several search methods, such as website bulletin boards, newspapers or networking referrals, recruiters often have the best access. Our view is that it’s never a bad idea to have a relationship with a good recruiter!

Will you contact me or should I call you to keep in touch?

After an initial interview, and in the absence of something specific, we usually ask that our candidates regularly contact us. We will certainly be in contact with you to discuss the details of any exciting, potential position.

How should I handle my resignation once I get something new?

Resignations are stressful, but handling them professionally is important to maintaining good relations with your soon-to-be former organization. First, never resign without being in possession of a satisfactory job offer letter from your new employer. Here are some topics to consider before announcing your intention to leave:

  • How much notice are you required to give? Work out what you consider would be your last day and state it in your resignation letter.
  • Provide details on the status of projects under your control, and determine what can be realistically completed within your notice period.
  • Prepare a short speech to accompany your letter summarizing your intentions and feelings.
  • Preserve confidentiality by allowing your company to decide how and when to break the news.
  • If asked to leave immediately, have any security passes, keys and other company assets on hand ready to be returned.

What if my employer offers me a counteroffer to stay?

Something caused you to consider alternative employment in the first place. Statistically, a large percentage of people who accept counter-offers are not employed by the same company less than a year later.

Looking for Work?

If you didn’t see a job that’s right for you, upload your resume and you’ll be considered for future posted opportunities. Once registered, you’ll also be considered for confidential searches we perform for employers who prefer not to publicize their positions.

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