A behavioural job model
The productive behaviours and personality characteristics the role requires, defined with the hiring manager before sourcing begins.
Concord Consulting · Retained Recruitment
Hire for more than the résumé. Screen for the TRAITS that drive performance.
Concord Consulting first builds a behavioural job model that defines the personality characteristics the role requires. We then evaluate each candidate's skills and experience separately through a structured retained search.
A strong résumé does not guarantee the right fit.
Traditional recruiting often starts with the strongest résumé, confirms that the candidate interviews well, and hopes the fit will follow. When it does not, the result can be an underperforming hire, a team working around the mismatch, and an owner covering responsibilities the new hire was meant to own.
Concord adds evidence where résumé-first hiring leaves uncertainty. We define the productive behaviours the role requires, use TRAITS to evaluate candidates against that benchmark, and give hiring leaders a clearer view of fit and long-term potential before they make the decision.
Interactive tool
Leadership vacancy risk assessment
Five questions on exposure, one at a time. Complete your contact details at the end to see your risk tier and recommended next step.
01How long has the seat
been open?
Your result
Recruitment done differently
What a Concord retained recruitment engagement includes
A structured retained search
A search built for the specific mandate, combining the active market with targeted outreach to relevant candidates.
TRAITS-based assessment
Risk orientation, openness to change, curiosity, and innovativeness assessed against the behavioural benchmark.
Stakeholder interview coordination
Owners, hiring leaders, and key stakeholders kept aligned on one interview timeline.
Compensation negotiation
Offer management handled end to end, with the market context behind it.
Reporting at every stage
Clear search progress for the owner, hiring leader, and hiring team — not just a status update at the end.
12–14 weeks
How a search works
- Weeks 1–2
Align the role and build the behavioural benchmark with the hiring manager
- Weeks 2–3
Define the skills and experience requirements separately
- Weeks 3–8
Search the active market and conduct targeted outreach
- Weeks 7–14
Assess TRAITS, interview for all other factors, and support the final selection
Most retained searches run 12–14 weeks from role alignment to final selection, depending on the mandate and market.
Hiring resource
Beyond the Resume
A deeper look at the methodology behind the behavioural job model, for owners and hiring leaders who want to understand the approach before talking to us.
Proof
“Without the deep human behavioural analytics that came with Concord's survey, we would not be as far along in our growth trajectory as we are today. I would certainly recommend Concord Consulting to any company who is motivated to succeed in their growth with ‘right people in the right positions doing the right things right.'”
Isabelle Graveline
President & CEO at Kilmarnock Enterprise
Questions hiring leaders ask us
What level of roles do you handle?
We typically recruit for roles from manager through president. We can discuss the mandate with you to determine whether our retained, TRAITS-based approach is the right fit.
How does retained recruitment differ from contingency recruitment?
A contingency recruiter is typically paid when a submitted candidate is hired. A retained engagement begins with a client's commitment and funds a search built for one specific mandate, including a behavioural job model and structured TRAITS assessment.
Do you reach candidates who aren't actively looking?
Yes. We search the active market and conduct targeted outreach to people whose background may fit the role, even if they have not applied. TRAITS-based assessment then helps determine who advances.
Can the search be confidential?
Yes. Most searches do not need to be confidential, but we can run a confidential process when the mandate or circumstances require it.
How long does a search take?
Most retained searches run 12–14 weeks from mandate to final selection, depending on the role and how specific the mandate is.
Ready to hire with more certainty?
One conversation is enough to know whether a retained, TRAITS-based search is right for the role. We'll discuss the mandate, the productive behaviours it demands, and what the behavioural job model would look like — with no obligation.
Book a conversation →