Our Methodology

Clear scope. Curated talent. Faster outcomes.

Our Methodology

Our methodology starts with clarity. We define the true scope of the role, the measurable outcomes that matter, and the team dynamics that shape success. That foundation allows us to recruit with precision across IT and Finance & Accounting staffing—reducing misalignment and speeding up confident decisions.

Our Methodology
The Jupiter search process

1) Intake + alignment

  • Define outcomes and success metrics
  • Clarify must-haves vs. preferences
  • Confirm environment, stakeholders, and pace

2) Market strategy

  • Calibrate compensation and competitiveness
  • Refine the candidate profile
  • Set realistic timelines and checkpoints

3) Curated sourcing + screening

  • Focused outreach and network activation
  • Screening for skill, operating style, and readiness
  • Shortlists built for decision-making, not volume

4) Interview + close support

  • Fast coordination and scheduling
  • Clear feedback loop and slate refinement
  • Offer support and onboarding alignment

Frequently Asked Questions

Q: Why does your methodology start with intake?

A: Role clarity prevents misalignment and reduces wasted interviews—especially in IT and Finance & Accounting searches where requirements can be nuanced.

Q: How many candidates do you typically present?

A: We focus on curated shortlists—enough to provide real options without overwhelming the decision process.

Q: Do you provide compensation and market guidance?

A: Yes—our approach includes market-aligned calibration to improve competitiveness and shorten time-to-fill.

Q: What reduces “false starts” in hiring?

A: Clear scope, disciplined screening, and aligned stakeholder expectations—so candidates match the real job and environment.

Q: Can your methodology support multiple openings at once?

A: Yes—our process scales for multiple roles by standardizing intake, cadence, and slate quality across the search plan.

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