It's time to ask yourself

Is there a Better Way to Recruit and Retain Top Talent?

We provide a customized outsourced solution for Talent Identification, Recruitment, and Retention.  Our Talent Acquisition Program (TAP) is an end to end recruitment solution designed to help companies achieve their Short and Long Term Hiring Goals.

Could your talent recruitment
process benefit from…

Clearly Defining
Job Descriptions?

Creating a Candidate
Sourcing Strategy?

Implementing a Screening
and Qualification Process?

Building a Pipeline and
Social Recruiting Strategy?

Building Strong Employee
Retention Programs?

Implementing a SMART
Reporting System?

Our Services – Talent Acquisition Program

A Customized End-to-End Recruiting Strategy
Utilizing Predictive Data Technologies

Requirements Definition

Our Comprehensive job description:

  • Creates an Employment Value Proposition (EVP)
  • Identifies Company Core Values
  • Maps out Short and Long Term Hiring Goals
  • Prioritizes Skill Set
  • Defines Key Accountabilities (KPI’s)

Candidate Sourcing Strategy

Leverages the OpLinx Talent Exchange to source candidates from a variety of Job Boards and Postings at a fraction of the cost.

Candidate Screening/Qualification Process

Customized process that validates a candidate’s Core Skill Set, Personality, and Cultural Fit.

Pipeline Recruiting Strategy – Social Networking

Creates an interactive pipeline of passive candidates for longer term hiring objectives

Employee Retention

Utilize automated tools to measure employee satisfaction and engagement.

SMART Reporting

Provides valuable information re: the effectiveness of your recruitment strategy

Our Process

Developed to Ensure End-to-End Success and Satisfaction

Create Employment Value Proposition (EVP)

  • Benefits of working for your company
  • Define your companies Mission, Vision, and Core Values
  • Promote your EVP through social media outlets
  • Review company & personnel growth over the past 6 months, 1 year, 3 years

Define Job Descriptions

  • Map out hiring needs for the next 3, 6, 9 and 12 months
  • Define priorities/skills sets for each job opportunity
  • Define accountabilities (KPI’s) for each role
  • Define core strengths and backgrounds of key employees in those roles
  • Define career growth potential for each position
  • Compare compensation plans to industry standards
  • Define internal hiring process with all staff involved in the hiring workflow

Client Reporting

Weekly reports on number of candidates, sourced, identified, contacted, rejected and why.

Weekly Update on:

  • Submittal Pipeline
  • Interview Pipeline
  • Requirement Changes

Create & Implement Candidate Sourcing Strategy

  • OpLinx Harvesting system – Canvas Job Boards and Databases
  • Post on OpLinx Talent Exchange
  • Post on free and paid Job Boards
  • Social Media Campaign
  • Passive Candidate Search
  • Target specific companies/competitors to recruit from

Qualify Candidates

Phone Screen
  • Verify Match in skills, compensation, availability & interest
Technical Evaluation
  • Validate candidate’s strength within key technical areas
Cultural Fit

Interview Candidates

  • In person or Skype interview with Account Manager
  • Full reference and/or background check

Candidate Submittal

Connect with OpLinx

Contact Us

  • 1101 Brickell Ave.,

    South Tower, 8th Floor

    Miami, FL 33131

  • Phone: 732-772-0405

  • Email:

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