CPG Recruitment breaks down the three sections every job posting needs: vision, non-negotiables, and published 90-day KPIs. Time-to-fill cut from 68 days to 37.
Christian Saab's team at CPG Recruitment on the three readiness tests before you hire: full-time seat, consistent work, no internal fit. 68 to 37 day fills.
CPG Recruitment on what to say when negotiating a job offer: thank them, confirm you want the role, then ask about flexibility. 25+ industries since 2020.
The interview question that reveals self-awareness is "Tell me about a failure." CPG Recruitment scores who a candidate blames — the filter behind our 37-day time-to-fill.
CPG Recruitment explains why a flat monthly recruitment model beats contingency fees for companies that hire continuously, and cuts time-to-fill to 37 days.
CPG Recruitment breaks down the three sections every job posting needs: vision, non-negotiables, and published 90-day KPIs. Time-to-fill cut from 68 days to 37.
Christian Saab's team at CPG Recruitment on the three readiness tests before you hire: full-time seat, consistent work, no internal fit. 68 to 37 day fills.
The interview question that reveals self-awareness is "Tell me about a failure." CPG Recruitment scores who a candidate blames — the filter behind our 37-day time-to-fill.
CPG Recruitment explains why a flat monthly recruitment model beats contingency fees for companies that hire continuously, and cuts time-to-fill to 37 days.
Outbound headhunting fills out-of-city roles by direct contact at volume. CPG Recruitment on the 10% rule and a 2-hire Los Angeles search closed in 18 days.
Christian Saab's CPG Recruitment on what causes a new hire to fail in the first 90 days — attitude, not ability — and the interview weighting that prevents it.
You recruit a senior executive through a targeted, confidential search, not a job posting. Agree the twelve-month mandate, approach leaders directly, assess judgment over technical skill, and move decisively. Senior people do not apply, they get approached.
You change careers by naming the exact role you want, mapping the skills you already have against what it requires, closing the gap with proof instead of promises, and telling one clear story about the move. A practical guide from CPG Recruitment on transferable skills, credibility, timing, pay and the interview question you are guaranteed to get.
CPG Recruitment on what to say when negotiating a job offer: thank them, confirm you want the role, then ask about flexibility. 25+ industries since 2020.
A standout job application is targeted, addressed to a named person and delivered in person. CPG Recruitment on what actually gets a candidate remembered.
CPG Recruitment: decide what job you actually want by designing your ideal day first, then shortlisting careers that fit it. From 25+ industries since 2020.
CPG Recruitment: audit your LinkedIn in five minutes by pasting your profile URL into an AI tool and asking it to summarize you. What our recruiters see first.
Recruitment process outsourcing is when a company hands part or all of its hiring to an external recruitment partner that works as an extension of the internal team. Here is how RPO works, what it costs, when it beats hiring internally, and how to tell if it is working.
