Our PRocess
Five steps.
Zero shortcuts.
Every Intoto client goes through the same rigorous process because the wrong hire costs more than a slow one. Here’s exactly what that looks like.
100+
Average hours a business spends on the hiring process
80%
Intoto employment retention rate in 2025
25%
Intoto fee, versus the 30% recruitment fee at most firms and we offer structured payment plans
120
Days of post hire support, included with every placement
WHY PROCESS MATTERS
“Most bad hires aren’t bad people. They’re the result of a rushed process that skipped the questions that actually matter.”
Hiring done right takes weeks and most business owners don’t have that time. That’s how rushed decisions happen and wrong hires get made.
At Intoto, we take the process off your plate entirely. You stay focused on running your business. We handle everything from sourcing to reference checks and present only candidates who’ve already passed every stage.
What makes us different isn’t just the steps. It’s that we invest as much time understanding your culture as we do vetting candidates. That’s how we hit 80% retention.
“Chelsea is outstanding! She has the ability to understand the needs of employers and job seekers alike. She goes the extra mile to ensure everyone is satisfied throughout the recruitment process and even after placement.”
Paul | Construction Industry
The Process
Every search.
Every time.
We don’t skip steps for faster timelines or lower-touch clients. The five steps below represent the minimum standard we hold every search to because anything less isn’t worth doing.
Discovery
Strategy Call
Before we source a single candidate, we need to understand your business — not just the job description. We start with an in-depth strategy call to learn your goals, your team dynamics, your culture, and your non-negotiables for this hire.
- What success looks like at 30, 60, and 90 days
- What hasn’t worked in past hires and why
- The traits that make someone thrive at your company
- Your timeline and any flexibility around it
Preparation & evaluation
In-Depth Custom Interview Templates
No generic checklists here. Every role and every client receives a tailored interview framework built around what we learn during the strategy call, with questions designed to uncover the specific competencies, behaviors, and values the position requires. From there, we take the time-intensive interviewing process off your plate entirely. Each shortlisted candidate goes through an in-depth behavioral interview, allowing us to dig into how they actually work, lead, make decisions, and navigate adversity, saving your team up to five hours of interviewing per candidate.
- Role-specific behavioral and situational questions
- Culture and values alignment questions unique to your company
- Screening criteria matched to your non-negotiables
- Deep exploration of work history and career trajectory
- Honest conversations about what is needed to succeed
- Consistent scoring to compare candidates meaningfully
Assessment
DISC Assessment
Every shortlisted candidate completes a DISC behavioral assessment before being presented to you, helping us verify cultural fit, anticipate management preferences, and surface any potential friction points before day one.
- Full DISC behavioral profile for each finalist candidate
- Fit analysis against your team’s existing dynamics
- Plain-language summary of what the results mean
- Flagging of any areas to probe further before an offer
Connection
In-Person Meet and Greet
Before introducing a candidate to you, we meet them face-to-face ourselves. It’s a chance to see how they present in person: body language, how they carry a conversation, how they treat the people around them. We also use this time to follow up on anything their DISC results flagged. By the time a candidate sits across from you, we’ve already seen them in the room.
Verification
References and Recommendations
We close the loop with thorough reference checks for every candidate who reaches the final stage. We don’t treat this as a formality, we treat it as a final layer of due diligence that often reveals things an interview never will. Where available, we also request letters of recommendation.
- Professional references per candidate
- Structured reference conversations, not checkbox calls
- Letters of recommendation requested where appropriate
- Complete candidate snapshot as each profile comes with interview responses, resume, references, DISC insights, and our personal take on why they could be the right fit.
AFter the offer
The hire is step one. Retention is the goal.
We don’t consider the job done when you sign the offer. We consider it the beginning. Our post-hire check-in program keeps us invested in the placement long after day one.
30 Day
Early Adjustment
Check-in
How is the new hire settling into their role? Are they feeling supported, building confidence, and gaining a clear understanding of expectations and the team.
60 Day
Performance and Integration Check
How is the new hire progressing in their role?
Are they becoming more confident, contributing effectively, and continuing to integrate with the team and company culture?
90 Day
End of Probationary Period
As the probationary period comes to a close, how is the new hire performing? Are expectations being met, and are both the employee and employer confident in the long-term fit?
120 Day
Long-term Assessment Fit
Now that the new hire is established, how are they continuing to grow? Are they engaged, adding value, and positioned for long-term success within the organization?
Ready to get started?
Words from the people who hired us.
“From the outset, Chelsea’s dedication to understanding our company’s culture, values and specific job requirements was evident. She took the time to conduct thorough interviews with our team to grasp the nuances of each position and the type of candidates that would best fit our company. One of the most impressive aspects was the creation of a customized interview template. She truly goes above and beyond in finding quality people.”
CEO
Financial INdustry
“I couldn’t have asked for a better recruiter. Chelsea went above and beyond to advocate for me. She was knowledgeable about the company, friendly and passionate about helping others. I would highly recommend.”
Christy
Accounting Specialist
Ready to get started?
Let’s start with your strategy call.
A free 30-minute introductory call is where every partnership starts. No pitch, no pressure. Just a real conversation about what you need.
No commitment required.