Services

People take companies, not jobs. That’s why our executive search approach goes beyond qualifications on paper — we align uniquely capable leaders with opportunities that are both strategically sound and culturally aligned, matching vision with the people who can actually deliver on it.

We operate on the same hourly consulting model across every engagement, with no minimum spend required. We’re confident enough in the outcome that you can end the engagement at any time if it’s not working for you.

Adaptive strategy for high-impact hiring
We manage your recruiting strategy from inception to hire. We build a pitch and a target list of companies to source passive candidates, then manage the process end to end, taking the care and feeding of top talent off your plate.

RMC turns on strategy and outcomes, not a fixed list of requisitions to fill. It flexes with operational and cultural realities of your organization, and stays adaptive as things get complex.

Your team stays closely involved throughout, since your people know the strategic priorities better than anyone. That involvement also builds commitment at the executive level, which meaningfully improves the odds of a successful outcome.

Talent acquisition advisory services

• Partner with your hiring manager to set a recruiting strategy
• Build and implement a process built for success
• Review and write job descriptions
• Refresh your employee referral program
• Identify target companies and direct-source candidates
• Screen candidates and schedule interviews
• Gather interview feedback and manage candidates through the full process
• Ensure a high-quality candidate experience
• Run thorough reference checks
• Negotiate offers and close candidates
• Provide weekly reporting on hiring metrics

BostonHCP builds effective HR practices early, so they become a foundation for long-term growth rather than a scramble later.

Compliance and legalities
We help you meet legal requirements around employment contracts, benefits, and workplace safety, reducing your risk of complications down the line.

Performance management
We help design a performance evaluation process that sets clear expectations, gives useful feedback, and supports real growth, aligned to your company’s goals.

Benefits and compensation
Even at an early stage, you need to understand the competitive landscape for compensation and benefits. We help design and manage packages that fit your financial reality while still attracting and retaining talent.

Core values for strong culture
Clear values are the foundation for a strong culture, one that helps you attract and retain the right people.

We teach talent acquisition professionals new ways to find and engage the best candidates.

How we train
Effective recruiting keeps a company competitive, but there aren’t many good options for training the people who do it. Our program helps internal recruiters build stronger sourcing strategies and consultative techniques, so they can win over the best candidates.

Prospecting and sourcing
Cold outreach is hard without the right foundation. We teach target messaging that builds rapport before the first call, so your emails stand out in a crowded inbox.

Consultative approach
Great recruiters act as knowledgeable advisors, not order-takers. We help your team build a broader view of the market, share real insight and trends, and help candidates make informed decisions, the kind that keep them around longer.

Interviewing and negotiation
Recruiters are the front line, often running the first interview before a hiring manager ever gets involved. We train your team to ask the right questions, evaluate responses well, and negotiate offers that work for both sides, without running into legal trouble.

We use individual assessments to understand what actually drives and motivates a candidate, beyond what’s on the resume.

What they reveal
These reports look at three things: behavior, driving forces, and competencies. Understanding the strengths and gaps across all three leads to better hires, and over time, more satisfied ones.

Behaviors
The best performers understand their own strengths and blind spots. This report covers four dimensions: how someone responds to problems, how they influence others, how they handle pace, and how they respond to rules and structure.

Driving forces
We look at what motivates someone across six core dimensions: knowledge, utility, surroundings, others, power, and methodology.

Where it comes together
Blending behavior and motivation shows you the how and the why behind someone’s actions, including where they’ll thrive, where friction might show up, and how to manage and motivate them well.

Stress impact
We also assess stress across seven factors, including workload, control, and organizational change, so you can spot problems early and build a healthier, more productive team.

Emotional intelligence
Research shows EQ often predicts performance better than IQ. Our EQ report looks at how someone understands themselves and others, a real signal for how they’ll collaborate and adapt.