Talent Acquisition as a Service
LTS uses Talent Acquisition as a Service (TAaaS). This model was developed by Legion to address the many staffing challenges our customers face.
Staffing Challenges We Address
Finding niche talent in tight labor markets
Eliminating costly recruiting and staffing mistakes
Lost revenue due to funded and unfilled billets
Maximizing ROI with tight labor margins
Realtime scalable recruiting solutions
Effective pipeline strategies
Effective passive candidate pools
Effective Tools
Our TAaaS Approach
A comprehensive talent acquisition model designed for excellence
Active & Passive Recruiting
Use a combination of active and passive recruiting techniques
Effective Pipeline Strategy
Strategic pipeline development to ensure continuous talent flow
Scalability – ERSC
Elastic Recruiting and Staffing Capability for dynamic needs
Our Capabilities
Proprietary Artificial Intelligence (AI) inspired software, tools and best practices
Use a combination of active and passive recruiting techniques
Effective Pipeline strategy
Scalability – ERSC – (Elastic Recruiting and Staffing Capability)
Large internal candidate pool (in excess of 500,000 candidates)
Candidates that are on our engineering bench
Referrals
Niche recruiting methods and philosophy for each recruiter
National and local marketing
Transparent communication
Realtime and constant evaluation of our practices, processes and tools to ensure we are providing our candidates and customers with the most current and optimized services
Niche Expertise, Deeper Connections - By focusing on a single discipline, our recruiters develop deep subject matter expertise and cultivate strong relationships with both active and passive candidates—many of whom are not easily accessible through traditional recruiting channels
Proven Results, Rapid Turnaround - Our niche recruiting model significantly reduces time-to-fill and is fully scalable to meet our clients' evolving needs. In fact, Legion consistently delivers highly qualified candidates within 48 hours of receiving an approved requirement
Our Vetting Process
This dual-layer approach helps us quickly identify suitable candidates, reducing the number of submittals and streamlining the hiring process. It also ensures a good cultural fit and technical competency, which are crucial for successful placements.
1. Non-Technical Vetting
- Discuss soft skills, personal and professional goals
- Evaluate desired location, career aspirations, and overall fit
- Assess previous experience and technical skills at a high level
- Determine overall suitability for the role beyond just skills
2. Qualification Check
If a candidate passes the non-technical criteria, progress to technical vetting.
3. Technical Vetting
- Conducted by technical talent and management
- Ensures candidates meet the minimum technical qualifications
- Focuses on verifying technical skills relevant to the role