Dear Readers,
First of all, welcome to our website and thank you for stopping by!
If you're reading through these pages, then you're perhaps experiencing some challenges associated with your talent acquisition and management process. The possible reasons for engaging a partner such as us are many and are often unique to each company. I invite you to browse our website to get a general feel for what we do. After you've done that, please contact us to further discuss specific challenges related to your business. We're always seeking opportunities to learn more about companies here locally, as well as across the country. We may not end up doing business together, but perhaps we'll have both gained an advocate in this competitive marketplace!
Alexander Talbott (see: About Our Name) began operations in May of 2002 as Strategic Human Resource Management. The company was originally organized as an HR Consulting and Staffing firm providing a variety of recruitment, temporary staffing, and HR-related services. Today, we are the culmination of years of evolution in the recruiting and human capital management industry. Recruiters or headhunters of yesteryear would probably not recognize, nor perhaps even understand, our business model as it applies to the world of staffing and recruiting.
We're changing the way people think about reaching out to third-party recruiting firms for assistance....
In the early summer of 2004, the management of the company began to envision a more streamlined and cost efficient way to provide these kinds of services as well as a service delivery structure that would encourage client organizations to utilize the services provided by the company as a strategic rather than a tactical resource. This new-to-the-market model made it conceivable for a client to outsource vast portions of their recruiting and staffing as opposed to limited utilization of a third party resource. A decision was made to focus the company's efforts on delivering to the marketplace an outsourced recruitment and staffing product that would save clients substantial sums of money while at the same time improving recruiting and staffing efficiencies. In November of 2004, a formal course was charted to evolve the company into the premier Recruitment Process Outsourcing company in Indiana.
To accommodate the change in business strategy we elected to re-brand ourselves as Alexander Talbott, effective May of 2005. The rebranding process included a new image, new colors and marks, along with relocation to a historic Indiana landmark building as our principal place of business. Substantial investment was made in the build out of the new corporate offices with considerations for the most efficient use of space necessary to service customers under the new service structure.
Since the strategic move from a staffing company to a Recruitment Process Outsourcing company, the results have been significant. Alexander Talbott has grown from 6 employees in May of 2004, to 28 full time employees, and over 25 part time employees in May of 2006. Sales for the year 2005 were nearly double the sales of 2004. Additionally, sales for the first quarter of 2006 were nearly 400% greater than sales for the first quarter 2005. At the current run rate for the company, sales for 2006 would be over 200% greater than sales for 2005. The potential to double sales each year for the next 2 years is real and achievable.
The company is guided by leaders who possess years (even decades) of experience in the human capital field. They've worked under many diverse managers, philosophies, and business models. It is these different experiences that have shaped a corporate vision for Alexander Talbott. This vision and our underlying philosophy is engrained in each team member. In a nutshell, Alexander Talbott is in business to "help companies efficiently and effectively access talent and to utilize human capital as a strategic competitive business advantage."
We take pride in having an exceptional ability to source and recruit top talent for our clients. We've accomplished this mission while maintaining very low presentation-to-hire and interview-to-hire ratios. These historically hover around 2.8:1 and 2.1:1, respectively. Additionally, we offer one of the best placement warranties in the industry on select services.
We look forward to hearing from you!
Sincerely,
Roger Brummett, CPC/CIPC
President & CEO
