1. Does Next Level strictly work with C-level executives?

 

No. Though we are uncommonly capable of helping C-Suite executives, we are likewise expert in helping to propel the careers of those currently at these levels:

 

President, Division President, Senior Vice President, Executive Vice President, Vice President, General Manager, Director, Senior Manager, Portfolio Manager, Project Director, Senior Engineer and Self-Employed Company Owners.

 

While our driving passion is to be instrumental in helping our clients achieve the Next Level of success, we are pragmatic-enough when necessary to concede that in some cases a lateral move makes sufficient sense (especially in cases where our client has been unemployed for a long period before hiring us; our gainfully employed clients understandably have more latitude to hold out for that higher-rung position).

 

2. What is this “unpublished” and “hidden” job market? 

  • Jobs created to accommodate specific candidates, once they’ve connected with and had dialog with companies’ hiring decision makers.

  • Existing positions in which an incumbent is replaced when someone better comes along

  • An open slot, waiting to be filled, that isn’t advertised outside the company. Only internal people know about it

  • Jobs that, for whatever reason, are not advertised or visible, and can only be uncovered and accessed through networking

Your ideal job for may never be posted anywhere. It may only exist in the unpublished  job market. We can help you land it!

 

3. My ex-employer is providing Outplacement Service. Why not just use that?

Outplacement firms are hired by some companies doing lay-offs; they ostensibly help laid-off workers find new work, by helping with resumes and cover letters, coaching, etc. Unsurprisingly, it turns out that many of them offer lame boilerplate advice that isn’t helping anyone. Such services are overwhelmingly deemed lacking for middle and upper management. It’s more likely that employees will be sent to a group outplacement lecture where the counselor addresses the key points of a job search in a way that’s general enough to include everyone but isn’t very beneficial to specific individuals. Unfortunately, the vast majority of today’s abbreviated and streamlined outplacement programs are unable to provide the Customized, Nuanced Coaching and Proactive Search Participation their departing employees often require.

 
4. Why not just use recruiters?
 
Recruiters don’t work for you. They work for the company that hired them. They are given a hyper-specific checklist of requirements – and only those whose experience matches up exactly will get any traction with them. Even then, it’s of little-to-no consequence who lands the job, so long as it’s someone they can lay claim to representing (though you are not their client; they answer to the hiring company, not you.).

 

Suppose it’s a very close call between hiring a candidate tied to a recruiter versus the Next Level client. The hiring company knows they’ll have to pay the recruiter-tied candidate the same as the Next Level client -- but they’ll have to tack on an extra 25% for the recruiter in the former case. So if they’ve got a sufficiently-qualified candidate who isn’t tied to a recruiter (the Next Level client), you can logically guess who they’ll end up hiring.

 

If you are changing careers you will not likely succeed through a recruiter. They overwhelingly push candidates with a relevant degree or directly related experience -- not career changers.


If they actually manage to succeed in landing you a position, they'd be unlikely to ever reach back again with something better, for fear of wrecking their relationship with that company. Informing you about the better opportunity elsewhere could cost them that client. You're better off with a search plan unencumbered by such concerns - where the business model focuses on you (in particular) landing the plum job. 

 

This is not to say recruiters can never be of use, of course. But to solely rely on this approach (especially at the higher-levels of career search) is inadvisable and too often disappointing. As part of our service, we market our clients through a lot of high-level recruiters and exective placement firms – because it pays to be strategically comprehensive.

 

 5. Does Next Level charge a fee?

 

Yes. Bear in mind: We are never paid by the hiring company. We never receive any percentage of anyone’s salary. We are strictly paid a fee by our client, the jobseeker – either in the initial stages of our program or through our interest free financing option. We provide a far more substantial amount of effort and resources than one typically receives through the cookie-cutter, treat-you-like-a-number approach of the employer-paid methods. We will advise you on ways that you could potentially have the fee reimbursed by your new employer.

 

If you're a company looking to hire someone, you are looking for people who are exceptional -- who've taken steps to ensure they are perceived and appreciated as such, with skin in the game, who've demonstrated through their actions that they are not wasting time.

 

You get what you paid for. Being treated like a number may cost nothing (though even in a best-case scenario, it could cost a sizable slice of your first year’s salary). Your time is a precious commodity. To waste or misapply it can cost you. Needlessly prologing your unemployed status can leave a lingering stain on your work history. You'll never be invoiced for sacrificing your time and talent at a job that doesn't jibe -- but it costs you, nonetheless.

 

6. Does Next Level accept every candidate that’s willing to pay its fee?

 

No. In cases wherein we determine there is not a great-enough likelihood of success, we sometimes decline to accept a given candidate into our program. We can help our clients find private and pubic sector careers.

 

7. Does Next Level require exclusivity?

 

Unlike some search methodologies, we do not mandate that our clients use our process to the exclusion of any other methods. If, by some chance, our client lands a position through some other means, we immediately freeze our 2-year agreement so that if our client needs to search again within that time frame, they may return to us. We’ll resume the 24-month contract where it left off and redo our entire process for our client at no additional cost.

 

8. What industries does Next Level work with?

 

  • IT/Technology

  • Telecom

  • Manufacturing

  • Health Care/Medical/Hospital

  • Communications 

  • Digital Marketing

  • ​Financial Services

  • Architecture

  • Design & Engineering 

  • Energy

  • Resources & Infrastructure

  • Construction

  • Non-Profits

  • Government Contracting

  • Consumer Packaged Goods

  • Industrial

  • Aerospace & Aviation

  • Defense

  • Professional Services

  • Food & Beverage

  • Restaurant Chains

  • Commercial Real Estate

  • Plus many more

 

 

 

 

 

ROReport.png
  • Facebook Social Icon
  • Twitter Social Icon
  • Instagram Social Icon
Logo-2C-59px-R.png