PRI Perennial Resources International

Services

Perennial Resources International offers executive search, direct hire, consulting and temporary staffing, and contract-to-hire. Which one fits depends on how long the work lasts, how certain the requirement is, and how senior the hire needs to be.

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Consulting and temporary staffingContract-to-hireDirect hireExecutive search

01Overview

What does a search and staffing firm actually do?

A search and staffing firm finds, screens and places professionals into roles a company cannot fill from its own pipeline, either because the work is temporary, because the skill is scarce, or because the search needs to happen quietly. Perennial Resources International does this across five practices: technology, accounting and finance, administrative services, human resources and insurance.

The firm works in four modes. Consulting and temporary staffing supplies workers for a defined period. Contract-to-hire lets you try a consultant before hiring them onto your own staff. Direct hire is permanent placement. Executive search places qualified professionals in mid- to senior-level positions, on a contingency or retainer basis. In every mode, candidates are identified, interviewed, screened, tested and reference-checked before they are sent to you. Whichever mode you choose, terms and processes are agreed at the start of the relationship, with no surprises.

02Engagement models

How do the four engagement models differ?

Each model below is a distinct commercial relationship, with its own risk profile. The quoted lines are PRI's own, from the firm's Our Services page.

01

Consulting and temporary staffing

We expect the unexpected.

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.

  • Two levels of back-up employees, which PRI describes as unique to the staffing industry, so high-priority projects are never compromised by a lack of employees.
  • A second back-up person on your highest-priority projects at no cost to you.
  • Incentive bonuses for outstanding performance and job completion, based on feedback you give in client satisfaction surveys.
Talk about consulting and temporary staffing

02

Contract-to-hire

Feel free to hire our best consultants from us.

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.

  • Can help where other agencies have failed to fill a hard-to-staff position and you are reluctant to commit to someone before knowing their work habits.
  • PRI is confident it can place a candidate into a permanent position accurately the first time, and recognises the flexibility business requires today.
Talk about contract-to-hire

03

Direct hire

No other selection criteria are as exact or thorough as ours.

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.

  • PRI gets to know you and your company first: touring your offices, understanding management philosophies and taking comprehensive job descriptions.
  • Available whatever your industry.
  • PRI Technology’s candidate evaluation also includes background screening — education and employment verification, criminal and credit searches — with drug testing on request.
Talk about direct hire

04

Executive search

When experience counts, PRI makes the difference.

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.

  • Contingency search: the executive your company needs, or there is no fee. You pay only upon hiring one of PRI’s qualified candidates.
  • Retainer search: a greater level of dedicated attention, at a fixed cost until completion, so even the most lengthy and difficult searches reach a positive conclusion.
  • PRI gets to know you and your company before the search begins.
Talk about executive search

03Coverage

Which practices can you engage?

The same services are available across the firm's five practices. If a requirement sits between two of them, say so in the brief and it will be scoped rather than shoehorned.
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.

04Process

What happens after you send a role brief?

Four steps, in order, with a principal of the firm 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.

FAQ

Questions about how PRI engages

Fees, screening depth, and what happens when a placement does not hold.

Consulting and temporary staffing places a worker for a defined period of work. Contract-to-hire lets you try a consultant for a defined period before hiring them onto your own staff. Direct hire is permanent placement, with every candidate identified, interviewed, screened, tested and reference-checked before being sent to you.

PRI identifies, interviews, screens, tests and reference-checks every candidate before sending them to a client. Education, qualifications, skills, references, experience, demeanor, ethics and personality are all examined. For technology roles, background screening also covers education and employment verification and criminal and credit searches, with drug testing conducted upon request.

There are two options. A contingency search provides the executive your company needs or there is no fee; you pay only upon hiring one of PRI’s qualified candidates. A retainer search provides a greater level of dedicated attention at a fixed cost until completion. You choose whichever is more suited to your needs.

PRI maintains two levels of back-up employees, which the firm describes as unique to the staffing industry, and offers a second back-up person on the highest-priority projects at no cost. Consultant incentive bonuses are tied to client satisfaction surveys.

Describe the role or the project and PRI will tell you which engagement model fits, including when the honest answer is that you do not need one.
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