The Genesis Hiring Cycle
A hire is not a transaction.
Every search we run follows the same shape — five stages that produce the sixth: begin the next search from a stronger position, with better information than the last one had.
Define → Source → Assess → Present → Place → Retain
- 01
Define
Describe the week, not the job title.
What the role actually involves day to day, who it reports to, what success looks like at ninety days, and what would make someone leave. Most bad hires are decided here.
- 02
Source
Go to the market, not just the inbox.
Our network across Austin's sales, customer service, retail and telecom talent, plus university pipelines for internships and early-career roles.
- 03
Assess
Screen for the behaviors that predict success.
Structured conversations testing communication, coachability and resilience — and a written read on each candidate, reservations included.
- 04
Present
A shortlist you can act on this week.
A small, prepared slate rather than a stack of résumés. Both sides know what they are walking into before the first interview.
- 05
Place
Support the offer through to the start date.
Offer guidance, counteroffer reality, resignation support and a clean handoff into onboarding. More hires are lost in this window than in interviews.
Retain
We check in through the first quarter, feed what we learn back into the next search, and stay available for the next role. Retention is the real measure of a placement.
The same process, from the other side
Apply → Prepare →
Interview → Start
Every stage of the hiring cycle has a candidate-facing equivalent. The same honesty we owe a hiring team, we owe the person considering the job.
See the candidate process →