TriSearch

If there is one thing TriSearch Founders Bob Aylsworth, John Grahame, and Stevie Aylsworth—all entrepreneurs in the recruitment space—like, it’s chasing challenges. The three founders built TriSearch from a foundation of teamwork and competitive spirit, leveraging their backgrounds as college and professional athletes to achieve success for their clients. To say the least, the TriSearch trio never backs away from a competitive challenge. When you consider this team is centered by a Top 10 nationally recognized Chief Operating Officer in Allison Halpern, their significant success for clients and growth as a business is easy to comprehend.

From transforming a dwindling middle-management RPO division of a leading executive search firm into a $30 million powerhouse to taking one of the most successful customized recruitment companies (TriWorth) from start-up to successful exit, CEO Bob Aylsworth has consistently delivered for clients. With TriSearch, formed immediately after selling TriWorth, the founders, along with their first major client, Tony Fogel, took on one of the biggest recruitment problems—of cost-efficiently and effectively scaling up entry through senior level leadership.

With the addition of Tony, a CHRO at a large organization, as an early thought partner in solution architecture, TriSearch was poised for significant growth. Tony wanted to partner with a trusted recruiting expert to quickly identify and recruit outstanding candidates (including those who weren’t actively looking) at a low cost to the company. The leaders at TriSearch and Fogel saw an opportunity to optimize the TriSearch model, which would not only serve Tony’s organization better but enhance the recruitment process for TriSearch’s future clients. The group collaborated on devising a next generation RPO model, which came to be known as customized partnership recruitment (CPR).

As Bob Aylsworth sees it, “The recruitment industry is rife with antiquated processes, fees and service models and we set out to disrupt this by creating a superior, hybrid, solution better aligned with client requirements and interests. Our significant growth validates the efficacy of our CPR model and demonstrates how satisfied our clients are”.

CPR’s first trial run was in Fogel’s organization, and the model delivered beyond anyone’s expectations. He was able to not only recruit the best candidates but also do so quicker and at significantly less expenditure. This outcome defined the course of TriSearch’s unique standing in the RPO space. Soon after, inspired by the success of the CPR model, Fogel joined the TriSearch board and later, stepped into the role of Co-Founder and President of the company.

Today TriSearch is revolutionizing the recruitment industry through its CPR model. “We are here to take the uncertainties and inefficiencies out of the recruitment process,” says Fogel. “Our aim is to truly partner with clients to optimize process and results while providing clients, candidates, and our employees with a great experience.”

The Right-Fit Candidates at All Organizational Levels

Not undermining the role of traditional RPOs, Fogel notes that such organizations were established for a reason.

When companies have the requirement to fill multiple vacancies, cost-efficiently and quickly, they sometimes outsource the recruitment program to an RPO. For traditional RPOs, inexpensively delivering results, typically at lower levels in the organization like high volume hourly hiring, has been the primary criteria to showcase their credibility in the industry.

Our aim is to truly partner with clients to optimize process and results while providing clients, candidates, and our employees with a great experience

But the same approach is not optimal for hiring entry, mid and higher-tier managers, where many other aspects like identifying, assessing, and selling passive candidates is required. Remaining agile or ensuring things like diverse candidate slates and cultural alignment of both passive and active candidates is not as easily achieved with traditional RPOs. Indeed, a way to address the shortcomings of an RPO would be to either continue to use contingency firms or opt for traditional executive search methods, but these approaches have drawbacks. Contingency firms are candidate centric and are focused on placing candidates wherever they can for the highest fee and cannot be relied on to the get the job done, especially when the going gets tough. Retained executive search is best suited for the executive suite and requires higher fees, exclusive partnerships, and full payment, even before the candidate is hired.

This is precisely where TriSearch’s CPR emerges as the perfect alternative, combining the best of both traditional RPOs and executive search firms while also eliminating the drawbacks of these methods and the negatives of contingency firms. As the name suggests, the CPR model is based on customizing the recruitment program according to the client’s requirements, and hence, it is versatile enough to occupy the massive gap between the traditional RPO and executive search models. For instance, if a client needs to hire a team, through TriSearch’s CPR model, they can expect the recruiting strategy, candidate diligence, and white glove service of a traditional executive search firm combined with the metrics, reporting, shorter time frames and volume-based pricing of a traditional RPO. The TriSearch team further believes that their fees should be tied to performance and that they should, like a good athletic competitor, never give up when filling roles for clients.

A Stellar Hiring Approach that Breeds Success

During every engagement, TriSearch functions as an extension of the client’s HR department rather than an external RPO or transactional vendor. “Together with our clients, we conduct a deep analysis of their current workforce state and hiring practices and map out their ideal future workforce and recruiting process, before developing a recruitment gameplan that fits their needs,” mentions Stevie Aylsworth. Then, using the CPR model, TriSearch identifies potential and outstanding candidates. TriSearch seeks out a common ground where both the clients’ and candidates’ goals align, facilitating a seamless recruitment process. Notably, every instance of the recruitment process is documented in TriSearch’s applicant tracking system. The clients can access information at any point, through the system, including expansive candidate data that removes the mystery from the hiring process and can be leveraged to continuously improve results.

Owing to such best practices, a multitude of clients have succeeded in acquiring talent who are making huge strides in their organizations.

A Workforce that Fosters Diversity and Inclusion

Today, TriSearch is well on its way to cementing its role as a disrupter in the recruitment industry. Underpinning this result is TriSearch’s diverse, skilled, and motivated workforce who contribute their innovative ideas and operational excellence to continuously upgrade the company’s services and expand its benefits for clients. John Grahame adds, “We all come from competitive sports backgrounds (Grahame having won a Stanley Cup). With teamwork, competitiveness and integrity built into our DNA, we are constantly improving our ability to win with and for our clients. The unflinching dedication of the company’s team is playing a crucial role in putting TriSearch at the helm of the evolving RPO space.”

Inspired by the inclusivity and affability exhibited by its own workforce and through its dedicated Diversity & Inclusion Practice, TriSearch is also fostering diversity when fulfilling the human capital needs of its client partners. “It is not just about recruiting the right people for the right position; for us, it is also about curating an ideal, diverse and inclusive workforce that creates, inspires, and grows together,” notes Fogel.

Illuminating the Path to Organizational Success

Alongside its next-gen RPO services, TriSearch is also empowering organizations that are already equipped with internal recruitment teams. The CPR solution fits perfectly as an extension of these teams given its ability to manage overflow volume, sprint capacity, hard to fill openings, and diversity searches. TriSearch also delivers a novel programmatic recruitment marketing service, wherein it delivers for clients by serving recruitment ads on social media and other platforms directly to targeted candidate profiles. As this new service gains traction, TriSearch aims to add further capabilities for the benefit of its clients.

Driven by these efforts, TriSearch has already secured its place as an outstanding next-gen RPO in the US and Europe. The company continues to add dedicated practice groups like having recently added a legal practice and they are committed to remaining at the forefront of recruiting technology and client service. “This is an unprecedented candidate market and prevailing in the proverbial war for talent is facilitated by having a true recruitment partner who can help ensure a winning approach is develop and executed,” concludes Aylsworth and Fogel.