Save with CCN’s Hourly Search Recruiting Model

Our hourly model delivers exceptional talent at a fraction of the cost, saving clients thousands of dollars on every search.

At Cox Consulting Network, you can choose from two different pricing models. The first is the traditional retained or contingent search model. The second, unique to us, is our hourly pricing model.

The traditional contingent search model

Contingent fees are expensive! The industry standard is 25% of a salaried role.

That means to you that if a senior accountant is paid $75,000 per year, you are going to pay $19,000 up front for that candidate search. And you pay the same amount regardless of how long it takes to find the candidate.

CCN's hourly search model

With our hourly search model, we find high quality talent and simply bill you for our time.

Our fees on the hourly search model are limited by either 12% minimum to 20% maximum. And keep in mind that that 20% maximum is still 5% less than the 25% industry standard for a contingent search.

Most of our clients only pay half of a traditional contingent fee. Why would you do it any other way?

You're going to get transparent invoices along the way, with reasonable fees that reflect our effort. You are making an investment in finding exceptional talent, and the ROI in our expertise and our pricing model is exceptional.

Start your search today

Regardless of which pricing model you choose,  we are aligned with you. We work with you and for you, and we want to see you be successful.

Call 512-900-2152 or get started online today.

CCN’s collaborative recruiting process

If you've used a recruiter before, have you ever felt in the dark? Have you wondered what they were up to or how they're finding the talent?

At CCN, we work as your outsourced recruiting department. We pride ourselves in our proactive communication and our collaborative recuing process.

Throughout the process, you will receive dashboard reports, which are going to show you who we've
looked at, who we have interviewed, and who we're recommending to you.

Recruiting shouldn't be a mystery! We're on the same team and we're working toward the same goal.

Start your search today

We invite you to experience our recruiting process for yourself. Call 512-900-2152 or get started online today.

The art and science of recruiting for finance, accounting, and HR

Recruiting for finance, accounting, and HR is really a combination of science and art.

The science of recruiting qualified talent

The science is the ability to discern whether a candidate has the technical skills to succeed in a job.

You really can only assess whether the candidate has those technical skills if you have the subject matter expertise and have done the job yourself.

The art of assessing fit

The art of recruiting is figuring out whether this candidate is the right fit for your company culture, as well as for your team.

We work as your outsourced recruiting department. We're the experts in recruiting for finance, accounting, and HR. When you work with us, you can be confident that you are getting the best and most qualified person for that job. We're not simply selling your position to anyone who comes along.

Our process

Our process is collaborative and fun, and our recruiters are all great people. We are here to take the pressure off recruiting. We want you to be able to relax and get back to your other responsibilities.

Start your search today

Call 512-900-2152 or get started online today.

Quality over Quantity: CCN’s Recruiting Philosophy

Sometimes with a traditional recruiting firm, you will find that they'll get your results quickly, but the candidates that they are putting forward aren't really what you are looking for. They are really just spinning candidates at you hoping that one of them fits.

At CCN, our recruiting department does things a bit differently. We take the most qualified leads, interview them, and put them through a stringent vetting process based on our industry expertise. Then we work and collaborate directly with you in this process before we put forward anyone for a job.

We focus on quality over quantity, which means that we actually vet all of the candidates, instead of simply flooding your inbox. When we review candidates, we're looking for the best fit for your company and for the role. We're not simply selling your  position to any candidate that comes along.

We want to deliver great results to our clients, and you can see that in our high fill rates.

Start your search today

Call 512-900-2152 or get started online today.

Get exceptional results with CCN’s specialized recruiters

Most recruiters are generalists, which means that they hire for a variety of roles, everything from finance to operations, administrative support, and more.

The problem is that those generalists may not have the technical background to really assess whether candidates are going to be able to succeed in a finance, accounting, or HR job.

That's the difference with CCN's specialized recruiters — that's all we do, and we have the industry experience to back it up.

When you work with us, a recruiter who has decades of industry experience will be talking with candidates and selecting them.

We've been in your shoes, which means that we know what you're looking for and how to find it.

We're here to help

We would love to help you find incredible new talent for your finance, accounting, or HR team. Call us at 512-900-2152 or get started online today.

Save Time and Money with CCN Direct Hire

At CCN, our recruiting services are a little bit different. We've put together a great team and a great model to get great results and save clients time and money.

We're specialized

We only provide recruiting for finance, accounting, and HR roles. Our recruiters have deep industry knowledge and are experts in their field. We've been in your shoes. We know what kind of talent you need and where to find it.

You can see this experience in action in our high fill ratio and our fast turnaround until we get someone in the seat at your company.

Our unique pricing model

We've also put together a unique new recruiting pricing model in which we simply bill clients for our efforts. Our fees are limited by a reasonable 12% minimum and 20% maximum.

We're happy to still offer contingent searches, but on average, our clients are paying half of what they would using the traditional 25% contingent fee. That translates to thousands of dollars saved on every search.

Our collaborative process

We conduct proactive check-ins throughout your search process. We show you details on the candidates we've sourced and where we are sourcing them from. We show you which ones we've interviewed and which ones we've submitted.

Transparency is one of our founding principles at CCN, and you're simply not going to get that level of transparency anywhere else.

We're here to help

We would love to help you find incredible new talent for your finance, accounting, or HR team. Call us at 512-900-2152 or get started online today.

Companies see huge benefits from involving HR in due diligence for M&A

US dealmakers expect an uptick in M&A (merger and acquisition) transactions as leaders are making moves for stability and growth. Talent and culture are increasingly more critical as these transactions focus less on assets and more on capabilities.

When should HR be involved in M&A?

Human resource departments are inevitably a big part of any M&A, facilitating the combination of teams, systems, and software. Often times though, decision-makers don’t involve HR until after the transaction is complete. This can leave leadership with big blind spots and put HR and employees at a disadvantage come crunch time.

Forward-thinking leaders recognize that talent and culture are a key part of M&A, and they know HR is a key part of due diligence. It’s imperative that companies follow a thorough diligence process to understand how the leadership, talent, and core cultural traits of the target helped it produce results in the first place.

Companies that invest time and effort to gain a strategic HR understanding during the diligence process realize a greater degree of value and growth.

What Role does HR play in M&A?

HR has four critical roles in any M&A transaction:

#1. Know Where Risk & Opportunity Hide

HR will uncover people-related financial risks by identifying and assessing:

  1. Compensation, benefits, and insurance liabilities
  2. Employee-related compliance liabilities
  3. HR operations and technology synergies
  4. Cultural, organizational structure, and talent risks

#2. Culture Fit and Strategy Alignment

Strategic HR has the responsibility to protect the culture and company's focus by making sure the M&A transaction aligns all constituents with the vision and values of the combined entity. Strategic HR’s role starts and ends with ensuring results are realized. Specific action programs include:

  1. Assess Organizational Fit: Perform SWOT on the people capabilities and competencies
  2. Facilitate Change Management: this requires a proven, pragmatic methodology that generates results
  3. Provide Proactive Communication:
    1. Ensure the Message (Vision/Values) is heard and understood
    2. Keep communication going in all directions (upwards, downwards, across departments, across organizations)
    3. Establish Meeting/Communication Standards, Practices, and Expectations
    4. Ensure Goal Setting, Performance Reviews, and Accountability
  4. Update and Align Policy, Programs, Practices, and Philosophies

#3. Workforce Planning

HR will evaluate the combined entity’s workforce to determine supply and demand imbalance by role and location, ascertain current and future gaps, and create and implement a Leave Management and/or Staffing Plan as required. In fact, HR is responsible for evaluating and modeling the current and future people costs of the transaction. Specific Workforce Planning components include:

  1. Scenario Planning Turnover and Recruiting
  2. Succession Planning
  3. Retention of key people and separation of redundant staff
  4. Development of a total rewards strategy for the combined companies

#4. Organizational Development

The new leadership team will need to work together on a daily basis, despite cultural and personality differences, power issues, and other barriers. HR’s role is that of the facilitator enabling team members to work together constructively. Specifically, HR will

  1. Deal with power and cultural issues as well as resolve conflicts
  2. Help employees agree on priorities and focus on tangible results
  3. Identify and develop people capabilities and competencies
  4. Facilitate initiatives and manage the learning processes, knowledge sharing, and knowledge repositories

At the end of the day, M&A success entirely depends on the performance of the people, and strategic HR gives you the ability to do all of the above with speed.

We’re here to help

Unless you are involved in M&A every day, it’s hard to anticipate what you don’t know. Our strategic HR consultants have helped many companies successfully merge and transition personnel. We’re here to help leaders get the maximum value out of any M&A transaction — without skipping a beat.

We’d love to learn more about your M&A HR needs. Send us a message or call us at 512-900-2152 to get the conversation started.

 

Has your company outgrown its PEO? (Seven questions to help you find out.)

If your company is engaged with a PEO, are they still producing the results you expected? Have they delivered on lowering benefit costs and offloading transactional HR functions? Is your PEO still delivering the value they promised?

How do you know when your company has outgrown its PEO?

Especially for high-growth companies, this is a critical question. Often companies stay too long with a PEO when their HR team can ultimately achieve the intended goal for less money: attracting and retaining a high-quality, diverse workforce.

Initial benefits of a PEO

Companies enter into agreements with PEOs because it looks like a terrific option at the time. If you’re with a PEO, you most likely joined as a smaller company without an HR professional on staff. The PEO agreed to serve as your outsourced human resources function by providing services, including HR technology, HR, payroll, and benefit administration while taking on the responsibility for HR compliance.

You entered into a joint-employment relationship with them and they leased your employees back to you. It sounded like a nice arrangement because the PEO would employ the employees you hire, report the wages under their federal identification number, and take on the employment liability.

Is your PEO still a good fit?

As your company grew, your needs changed. At some point, you will outgrow your PEO. The question is not so much “if” but “when.”

There are a number of reasons you should consider leaving your PEO. Most likely, you have already noticed some of these telltale symptoms.

When our strategic HR consultants perform a PEO analysis, they examine several key areas to find out whether your PEO is still aligned with your business objectives. Let’s take a look at the kinds of questions you should be asking…

1. Are your PEO fees adding up?

PEO pricing varies according to the services you select, the level of support they provide, and numerous other factors. They generally charge for their services in one of two ways: percentage of payroll, or per employee per month fee (PEPM).

Even if your PEO’s pricing model seemed straightforward, you have likely been surprised by the cost of additional administrative costs and special fees on benefits, unemployment, workers comp, and payroll.

2. Are you having trouble figuring out what you’re paying for?

PEO invoices are rarely itemized, which makes it difficult to do an apples-to-apples price comparison. (Our strategic HR consultants can help you find answers and get clarity about the financial impact of a PEO extraction.)

3. Are your benefit rates increasing under a PEO?

Affordable benefits are the number one reason for joining a PEO. PEOs can achieve lower cost benefits than individual companies because they put multiple employers all together in the same risk pool. They then choose a carrier and design benefit plans to take advantage of this higher volume.

Even if your PEO delivered great savings on benefits initially, your rates may have increased upon renewal. This happens because when the PEO takes on more employers, more employees enter the pool, each with their own health risks. If claims increase for some employers, the rates increase for all the members in that pool. If you have a healthy population, you are essentially penalized for other employers’ risk — not your own. Higher premiums increase your overall costs.

4. Do you want to offer more customizable benefits?

PEOs are effective at creating cookie cutter benefits packages, but their one-size-fits all approach generally isn’t conducive as companies scale and require more tailored programs to compete for and retain talent. With a PEO, you’re limited to the carriers and coverages the PEO provides.

5. Do you want more HR control?

While you may have gained some efficiencies by shifting HR to your PEO, you’ve likely found that you have given up quite a bit of control over employee relations decision.

In order for the PEO to mitigate employer risks, you have to inform and consult with the PEO regarding any employee relations matter (such as termination, discipline, harassment, discrimination, disability accommodation, leaves, etc.). They do all this because your personnel are technically employees of the PEO, and they want to mitigate their risks.

As you navigate these employment issues together with the PEO, you might be wondering if they really have your employees’ best interest in mind. Have they made impartial recommendations and responded timely to management’s needs?

6. Is your PEO helping or hurting HR efficiency?

Did you expect the PEO to relieve the administrative burden on your team only to find that the PEO required more of your internal resources? PEOs take on some HR functions, but ultimately these arrangements often require an internal resource to liaise between employees and the PEO. Even entering data and providing all the information to the PEO can be a time-consuming task.

7. Can you get the HR data you need?

As companies grow, their decision-making depends more and more on having the right data and information. In order to make data-driven decisions about personnel, you need detailed information about your employees.

Oftentimes, pulling even a basic employee report from your PEO’s platform likely requires a call to support. Even then, you’re limited to a few standard reports. PEO technology platforms typically don’t provide leadership with visibility into key HR metrics they need to drive advanced business decisions.

Is it time for a PEO Analysis?

Maybe you’re happy with some aspects of your PEO partnership, but if there are too many items on this list that resonate with you, it’s time to conduct an informed, objective PEO analysis.

Our HR consultants can provide a detailed analysis of your PEO's costs and benefits. We'll help you compare plans and determine whether you can save money by moving HR services in-house.

It’s easy to get a competitive bid from a PEO salesperson or benefits broker, but how do you know the true cost and benefits to making a switch? Our HR consultants aren't affiliated with any PEO or benefits organization; they're here to help you find clear unbiased answers.

PEO Analysis Conference Room WEB

Next Steps: PEO Extraction

Leaving a PEO can be overwhelming and seem like a real challenge with so many elements intertwined, but it doesn’t have to be daunting.

Our HR consultants can help you create and execute a plan for PEO extraction. We'll help you understand the costs of extraction and find the right plans and people to take your HR department to the next level.

We have assisted multiple growing companies through PEO analysis and extraction, and we can help you too. Don’t hesitate to send us a message or call at 512-900-2152.