Sales Process at Morton

Begin qualifying leads by doing preliminary research about the company. This might include:

• Open roles
• Types of roles
• What the company does
• Tech stack
• Location(s) of the company
• Names connected with relevant tiles & leadership
• Mutual connections

Be sure to validate your research before you dial

Now you are ready to call your prospect with your pitch and introduce yourself.

When you are collecting and scoping leads, be sure to use direct communication to get answers. Some common questions may include:

• Do you have vendors you’re working with?
• Do you have any openings?
• What’s next on the horizon?
• Do you have RFIs RFPs or similar?
• What are your pain points, what’s the top priority for you?

If you aren’t able to make contact, update their profile in Bullhorn.

If the prospect does not have any hiring needs at this time, set the status to “Active” and set a follow up reminder for 30 days from today’s date.

If the prospect does have a hiring need, establish clarity around the type of role and subsequent next steps.

• If the role is a Direct Hire –> negotiate the % of salary
• If it is a Contract –> negotiate the term rates
• If it is Contract to Hire –> need copy

If they are not interested in proceeding, find out what their concerns are and address ay you are able to. If they are still a “no”, document your conversation with them in Bullhorn and leave the status set to “Active”.

Set a follow up reminder for 30 days from now. When you follow up, ask if the role is still open. If it is not open, document the conversation in Bullhorn, leave the status set to “Active” and set 1 more follow up reminder.

If yes, use data from the calculator tool to show the amount of time and money lost per day the role has been empty.

If they are interested in proceeding, the Account Manager should send the Master Service Agreement via DocuSign.

Before the intake call, the Account Manager should research the client and organization using ZoomInfo, LinkedIn, and the client’s website.

• Who they are
• How they operate
• Where they are located
• Company size/number of employees

During the intake call, re-establish key details and contact cadence.

• Is this a new or existing role?
• Is this an expansion or is the person currently at the role soon to be vacating?
• What is the reason why they are vacating the role?

If direct hire –> need copy

If contract –> need copy

Input the job into Bullhorn and click publish. Include the following details:

• Select the type of job (direct, contract)
• Add job title, update the status to “Needs submittals”
• Check Open
• Assigned to: Recruiters Name
• Add client company’s name
• Add contact
• Add start date
• Add pay rate
• Add bill rate
• Add # of openings
• Chose correct category (helpdesk, software etc)
• Paste the job description into the field
• Zip code should coordinate with published zip code or update the published zip code to the correct location (not company HQ)

The Recruiting Lead will then assign the job to a recruiter.

Establish a cadence of check-ins and updates with the hiring manager or contact at the company.

Review resumes and profiles for the job posting. Send the best along to the client for review.

Once the client has selected their applicants, confirm the scheduling availability and format for the interview. Re-establish your follow up cadence if needed.

The recruiter should call the candidates ASAP (~30 or fewer) to schedule interviews during the client’s available time.

The Account Manager or Recruiter should prep the candidate for their interview including any pre-determined questions or company background. This is determined on a case-by-case basis.

Once the candidate has been prepped, the Recruiter should send a lock up email to each candidate. CC the Account Manager on each of these emails.

The Account Manager then confirms the location of the interview or sends a Zoom link. CC the Recruiter and the Client on this email.

The Recruiter then sends the location information or Zoom link to the candidate.

After the candidate interviews, the Recruiter should follow up with the candidate to hear how it went from their perspective.

The Recruiter then updates the Account Manager with the candidate’s feedback.

The Account Manager then follows up with the client to hear their feedback and decision about hiring the potential candidate.

• If the client wants to more forward with hiring, proceed to Step 4
• If the client does not want to move forward with hiring, continue collecting resumes for new candidates and return to step 3/B.
• If the client wants more options of candidates, return to step 3/B.
• If the client wants more interviews with the selected candidate, return to step 3/C.

Once the client has made their candidate selection the offer is presented to the candidate by the Recruiter. The Recruiter should update the status in Bullhorn at this time.

• If the candidate accepts, begin the Hiring Flow
• If the candidate declines, update Bullhorn and return to step 3/B
• If the candidate is unsure, the Account Manager should follow up to get the process across the finish line. Remind the candidate that they only have a 48 hour window to accept the client’s offer.

The candidate has accepted the job! The Account Manager now confirms the start date with the client and informs them that the candidate has accepted the position

The Account Manager should send the Statement of Work to the client (if corp to corp or if needed).

The Recruiter will send the candidate the offer letter via DocuSign. CC the Account Manager on this email correspondence.

Once the offer letter is signed, the Account Manager will connect the client with Morton HR to complete their hiring paperwork.

The Account Manager should continue their dialog with the client, Recruiter, and candidate with regular check-ins leading up to the start date.

The day before the new hire’s start date, the Account Manager should check with the client to confirm all details.

The Recruiter should check in with the candidate and confirm all details.

Morton HR sends the new hire a gift card and personalized videos from the Account Manager, Recruiter, Leadership, and HR

At the end of the first day, the Recruiter should follow up with the candidate to get feedback and address any concerns. The Recruiter should follow up again at the end of the first week.

The Recruiter should continue to check in with the new hire every 2-3 weeks.

The Account Manager should follow up with the client after 30 days to hear their feedback and address any concerns.