Our Process
A structured process built to produce performers.
We don't forward resumes. Every Haven Talent engagement follows the same eight steps, from understanding your business to checking in 90 days after the hire.
01
Role Diagnostic
We start with the business, not the job ad. Stage, structure, targets and why the role exists.
- Business stage
- Team structure
- Revenue goals
- Responsibilities
- KPI expectations
- Compensation
- Culture
- Management style
- Previous hiring problems
- Why the role exists
02
Performance Scorecard
Objective criteria for what good looks like — before a single candidate is contacted.
- Outcomes
- Skills
- Experience
- Behaviours
- Cultural alignment
- KPIs
- First 30 days
- First 60 days
- First 90 days
03
Activate The Haven Network
Many of the best candidates aren't applying for jobs. We go and find them.
- Haven's 1,200+ network
- Passive candidates
- Existing industry relationships
- Relevant Australian talent channels
- Direct outreach
04
Screen & Qualify
A structured conversation that filters on substance, not presentation.
- Career history
- Motivations
- Communication
- Compensation expectations
- Availability
- Location
- Career goals
- Role alignment
- Culture fit
05
Performance Assessment
Candidates are assessed against the actual work — sales roles are tested on selling, property roles on property.
- Sales roles: roleplay, discovery, objection handling, consultative selling, KPI history, conversion performance, coachability
- Property roles: property knowledge, client communication, investment understanding, acquisition thinking, negotiation, due diligence
- Assessments stay appropriate to the actual role
06
Curated Shortlist
Fewer candidates. Better candidates. Each with a structured candidate profile.
- No candidate flooding
- Structured profile per candidate
- Scorecard-mapped assessment notes
- Clear reasoning for inclusion
07
Interview & Placement
We manage the moving parts so good candidates don't fall out of the process.
- Interview coordination
- Employer feedback
- Candidate feedback
- Reference checks
- Offer management
- Compensation conversations
- Start date
08
Post-Placement Support
The placement isn't the outcome. Someone performing at 90 days is.
- 30-day check-in
- 60-day check-in
- 90-day check-in
What This Means
Fewer candidates. Better candidates. Longer tenure.
The process exists for one reason: to make the person you hire still be performing at 90 days, 12 months and beyond.
Let's Find The Person Your Business Needs Next.
Tell us who you're looking for and we'll show you how Haven Talent can help you find them.
Looking for your next role? Join the Haven Talent Network