PRI Perennial Resources International

Employers

Perennial Resources International fills roles across five practices. Every candidate is identified, interviewed, screened, tested and reference-checked before a profile reaches you, and terms are agreed at the start, not renegotiated later.

Send a role briefSee engagement models
practices
5practicesTechnology, accounting and finance, administrative services, human resources and insurance.
ways to engage
4ways to engageConsulting and temporary staffing, contract-to-hire, direct hire and executive search.
locations
9locationsThe New York headquarters, seven regional US offices and an offshore recruiting team in Manila.

01The short version

How does PRI fill a role?

It starts with a principal of the firm, not an account coordinator. PRI gets to know your company before it begins, touring your offices, understanding management philosophies and taking comprehensive job descriptions, and builds company, department and user profiles so the standard you set on one requisition is applied to the next. Its professional recruiters develop a thorough understanding of the particular requirements of each assignment they accept.

Candidates are identified, interviewed, screened, tested and reference-checked before submission, with education, qualifications, skills, references, experience, demeanor, ethics and personality examined. The firm maintains two levels of back-up employees, which it describes as unique to the staffing industry, and holds a second back-up person on the highest-priority projects at no cost to the client, so a departure mid-project does not become a stoppage. Terms and processes are agreed at the start of the relationship, so there are no surprises.

02Coverage

Which kinds of role can PRI fill?

Five practices, from technology and accounting and finance to administrative services, human resources and insurance.
01
PRI Technology
Information-technology staff augmentation and executive search, across ten disciplines from application development to CIO-level mandates.
02
PRI Accounting & Finance
Permanent, temporary, contract and temp-to-hire placement, from the CFO level down to non-degree transactional professionals.
03
PRI Administrative Services
Executive and administrative assistants, office managers, receptionists and personal assistants who can handle greater challenges and more responsibility.
04
PRI Human Resources
HR recruiters who identify the individuals with the skills and experience to meet an expanding, business-critical function.
05
PRI Insurance
Executive recruiting across insurance and risk management, with regional and national projects in both P&C and employee benefits.

03Engagement

Which engagement model fits the requirement?

Four commercial models, each with a different risk profile. Full detail, including how executive search is priced, sits on the services page.

Consulting and temporary staffing

PRI develops company, department and user profiles to plan for your unique business needs, then screens, interviews, tests and reference-checks each temporary employee. Workers complete comprehensive orientation and performance training before the assignment, so they arrive at your office ready to begin.

How it works →

Contract-to-hire

A consultant works with you for a defined period before you hire them onto your own staff. If you are facing an uncertain budget or staffing situation, a consultant can fill the position until the position or project stabilizes; once circumstances change and the consultant has proved a valuable team member, you can make a permanent hire without reservations.

How it works →

Direct hire

Permanent placement that has to be right the first time. PRI identifies, interviews, screens, tests and reference-checks every candidate before sending them to you, examining education, qualifications, skills, references, experience, demeanor, ethics and personality.

How it works →

Executive search

In every executive search PRI becomes your business partner, placing qualified professionals in mid- to senior-level positions. Searches are conducted in human resources, information technology, accounting and finance, and administrative support, in a confidential and timely manner.

How it works →

04Process

What happens after you send a brief?

Four steps, with the same senior person on the account throughout.

  1. 01

    Define the role with someone senior

    Your first conversation is with a principal of the firm. PRI gets to know your company before it begins — touring your offices, understanding management philosophies and taking comprehensive job descriptions — and builds company, department and user profiles so the standard you set is applied consistently.

  2. 02

    Identify, interview and test

    A recruiter in the relevant practice develops a thorough understanding of the requirements for the assignment, then identifies, interviews, screens and tests candidates.

  3. 03

    Reference-check before submission

    Every candidate is reference-checked before a profile reaches you. Education, qualifications, skills, references, experience, demeanor, ethics and personality are all examined by PRI’s counselors.

  4. 04

    Agree the terms up front

    All terms and processes are agreed at the start of the relationship — no surprises. On the highest-priority projects a second back-up person is held at no cost to you.

05Assurances

What happens if a placement does not hold?

This is the question that actually decides a staffing relationship, so it is answered here rather than buried in a contract.

  • Senior staff members are your primary contacts

    Account managers at PRI are principals and owners — decision-makers themselves. You are not handed to a junior rep after the first call, and the firm states that its commitment to diversity recruitment is paramount to this philosophy.

  • Our candidates come with “satisfaction guaranteed”

    A dedicated research team identifies, interviews, screens, tests and reference-checks every candidate before a profile is submitted. Nothing reaches you that has not been through it.

  • Consistency and reliability save you time and money

    PRI develops company, department and user profiles so the same standard is applied to every search, rather than re-litigating what “good” means on each requisition.

  • And no surprises

    All terms and processes are agreed at the start of the relationship. Unique to the staffing industry, PRI offers a second back-up person on the highest-priority projects at no cost.

06Proof

Who has PRI Technology delivered for?

Hiring managers who work with PRI Technology, in their own words.
From the moment we partnered with PRI Technology, our experience has been nothing short of exceptional. … Each employee provided by PRI Technology has not only met our expectations but exceeded them, bringing fresh ideas, outstanding work ethic, and a level of expertise that has significantly contributed to our projects’ success.
Jason SiatkowskiSenior Director of IS, Delta Dental of Rhode Island
Over the years, I have the pleasure of working with PRI Technology … from both sides of the table – as a candidate seeking their recruitment expertise and as a client entrusting them to find top talent. Their in-depth understanding of the tech industry and strong focus on Person-Relationship-Integrity truly sets them apart.
Preston ButlerDirector of IT Infrastructure Operations
A separate practice

PRI AI Advisory

PRI AI Advisory helps small and mid-sized businesses decide what to do about artificial intelligence, cybersecurity and technology spend. It is engaged differently from staffing — the work is scoped as an advisory mandate rather than a requisition — and it draws on the same technology network that fills PRI Technology’s artificial-intelligence and cybersecurity roles.

Explore AI Advisory

FAQ

Questions hiring managers ask

Sourcing, screening depth, back-up staffing and who you actually deal with.

PRI’s professional recruiters specialise in identifying and presenting top-caliber candidates, and they develop a thorough understanding of the particular requirements of each assignment they accept. PRI also gets to know your company first, touring your offices, understanding management philosophies and taking comprehensive job descriptions.

Every candidate is identified, interviewed, screened, tested and reference-checked before being sent to you, with education, qualifications, skills, references, experience, demeanor, ethics and personality examined. All of it happens before submission.

PRI maintains two levels of back-up employees, which it describes as unique to the staffing industry. On the highest-priority projects a second back-up person is held at no cost to the client, so a departure does not become a stoppage.

Senior staff. Account managers at Perennial Resources International are principals and owners who are decision-makers themselves, and all terms and processes are agreed at the start of the relationship rather than renegotiated later.

Yes — through PRI AI Advisory, a separate practice covering artificial-intelligence strategy, governance and workforce planning. Staffing and advisory are engaged differently, so it is worth saying which one you need when you get in touch.

Describe the requirement and a principal of the firm will scope it with you, including which engagement model actually fits.
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