President's Message
I still have the same passion today for recruiting and making the right match as I did when I founded PeopleWare in 1993. Over the years, we have perfected our unique recruitment process, which has resulted in a very high percentage of our candidates being hired.
The main thing that has changed is that technology is playing a bigger part in how we find people. We now have more tools to help us zero in on the right candidates.
PeopleWare has not only weathered the storms of several recessions but continues to thrive while many in our industry have disappeared. We credit our longevity to our unique process, experience, and outstanding service to our clients as well as keeping the personal touch with our clients and candidates.
We have a great team here at PeopleWare, and we all share the same values and ethics when it comes to working in the service industry. We will do our best to meet your needs and objectives.
Thank you for your time and interest. I hope we have the opportunity to prove ourselves to you.
Sincerely,
Sheryl Rooker
President
Founders' Biographies
President
President
PeopleWare Staffing is celebrating over three decades of experience in the technology placements industry across various sectors. Sheryl Rooker's dedication to building business through referrals and personalized service is in her DNA. Her approach to not only assessing technical skills but also understanding the importance of soft skills for a successful match demonstrates her commitment to ensuring both clients and candidates thrive.
Chief Operating and Financial Officer
Chief Operating and Financial Officer
Jeff focuses on the overall operations of the company and ensuring it remains fiscally strong and well-positioned. According to Jeff, "We are constantly in a new, evolving economy where new industries and opportunities are being created almost on a daily basis, and technology is the driving force. PeopleWare continues to expand its services to understand and meet the staffing needs of this new growth and its evolving technology."
Our Staff
PeopleWare's staff is dedicated to providing the best possible match for every employment opportunity. Our recruiters have extensive experience in the technology industry and pride themselves on delivering quality and professional service with a personal touch. We all share a commitment to holding ourselves to a higher level of ethics. This means pursuing the right fit and never a forced fit through our H²R (High-Hit Recruiting) process.
We encourage you to discover our proficient and successful service firsthand at (310) 640-2406 or via email.
- Long-Term View
- High Ethical Standards
- Equal Commitment to Client and Candidate's Goals and Interests
Over PeopleWare's entire recruiting process lies the basis of the company, which is its commitment to its own high ethical standards. Always pursuing the right fit and never a forced fit. Our equal commitment to our client employers and our candidates makes sure the match is right not only on skills and experience but also on goals, logistics, personality, and environment. PeopleWare knows this works better for the long term and builds better relationships. This is a major reason why 98% of our business comes from referrals.
- Direct communication with the hiring manager or designated HR resource
- Identification of specific requirements, including technical, cultural, and salary/rate parameters
- Company environment and specific make-up of the team
- Interview and hiring process specifics with timeframes
- Timeframes, interview process, and hiring process
- Identification and technical qualification of candidates per client requirements
- Effective use of all candidate resource tools, including internal database, internal tools, networking, referrals, online data searches, services, user and social groups, and other associations
- Identification of the closest fits for each requirement
- Understand where a candidate is in their job search, notice required, expectations, and goals
- Detailed technical evaluation and ranking of each candidate to job requirements
- Lockdown rate/salary expectation, location preference, work status, and logistics
- Full disclosure of the opportunity and confirmation of the candidate's ability to work and be submitted to clients
- References secured
- Review of candidates to be presented based on the closest fit to client and candidate requirements
- Submit a qualified candidate with a clear and concise summary to the client, along with a resume
- Enough information for the client to make a decision on whether they would like to interview
- Provide any additional information as required
- Work directly with interview principles to set times, provide specific directions
- Provide information to prepare the candidate for an interview
- Set expectations for the interview process and follow-up
- Confirm interview
- Obtain and provide client and candidate feedback
- Debrief each candidate's interview experience to determine interest and fit.
- Work with clients to obtain their responses and feedback
- Provide client and candidate with final observations and interest levels
- Establish and facilitate the next steps in the process (i.e., additional interviews, offers, rejections, background checks, etc.)
- Obtain and present an offer
- Discuss candidate's counter offers if they are working and/or any other pending offers
- Work with all parties to choose the best fit
- Coordinate hiring process, including signing necessary paperwork and obtaining additional information and documentation
- Set a start date and be sure the candidate and client are prepared
For Start of a Perm/Full-time Candidate as an Employee of Client
- Continued communications with all parties
- Aid in any questions or resolutions
For the Start of a Candidate as a Contractor at Client - Continued communications with all parties
- Aid in any questions or resolutions
- Manage payroll and benefits
Clear, Open, and Effective Communication
Real-time Feedback and Reporting
Personalized Service
Underlying PeopleWare's entire recruiting process is its dedication to clear communications:
- Getting critical information from and to hiring clients and candidates
- Providing feedback and any reporting in a timely manner
- Making sure there is a personal interest and sensitivity.
- Long-Term View
- High Ethical Standards
- Equal Commitment to Client and Candidate's Goals and Interests
Over PeopleWare's entire recruiting process lies the basis of the company, which is its commitment to its own high ethical standards. Always pursuing the right fit and never a forced fit. Our equal commitment to our client employers and our candidates makes sure the match is right not only on skills and experience but also on goals, logistics, personality, and environment. PeopleWare knows this works better for the long term and builds better relationships. This is a major reason why 98% of our business comes from referrals.
- Direct communication with the hiring manager or designated HR resource
- Identification of specific requirements, including technical, cultural, and salary/rate parameters
- Company environment and specific make-up of the team
- Interview and hiring process specifics with timeframes
- Timeframes, interview process, and hiring process
- Identification and technical qualification of candidates per client requirements
- Effective use of all candidate resource tools, including internal database, internal tools, networking, referrals, online data searches, services, user and social groups, and other associations
- Identification of the closest fits for each requirement
- Understand where a candidate is in their job search, notice required, expectations, and goals
- Detailed technical evaluation and ranking of each candidate to job requirements
- Lockdown rate/salary expectation, location preference, work status, and logistics
- Full disclosure of the opportunity and confirmation of the candidate's ability to work and be submitted to clients
- References secured
- Review of candidates to be presented based on the closest fit to client and candidate requirements
- Submit a qualified candidate with a clear and concise summary to the client, along with a resume
- Enough information for the client to make a decision on whether they would like to interview
- Provide any additional information as required
- Work directly with interview principles to set times, provide specific directions
- Provide information to prepare the candidate for an interview
- Set expectations for the interview process and follow-up
- Confirm interview
- Obtain and provide client and candidate feedback
- Debrief each candidate's interview experience to determine interest and fit.
- Work with clients to obtain their responses and feedback
- Provide client and candidate with final observations and interest levels
- Establish and facilitate the next steps in the process (i.e., additional interviews, offers, rejections, background checks, etc.)
- Obtain and present an offer
- Discuss candidate's counter offers if they are working and/or any other pending offers
- Work with all parties to choose the best fit
- Coordinate hiring process, including signing necessary paperwork and obtaining additional information and documentation
- Set a start date and be sure the candidate and client are prepared
For Start of a Perm/Full-time Candidate as an Employee of Client
- Continued communications with all parties
- Aid in any questions or resolutions
For the Start of a Candidate as a Contractor at Client - Continued communications with all parties
- Aid in any questions or resolutions
- Manage payroll and benefits
Clear, Open, and Effective Communication
Real-time Feedback and Reporting
Personalized Service
Underlying PeopleWare's entire recruiting process is its dedication to clear communications:
- Getting critical information from and to hiring clients and candidates
- Providing feedback and any reporting in a timely manner
- Making sure there is a personal interest and sensitivity.