Our six-step approach

Align

Our scorecard development process enables us to methodically “mind-meld” with our clients as we collaboratively define the priorities and nuances of each search.

During our discovery process, we host a deep dive session with our clients to fully explore the nuances of what they’re looking for, not just in terms of the perfect candidate but also across the realistic range of potential candidates. In tandem, we conduct our own thorough research about their technology, partners and competitive landscape. Pulling from our decade of experience, we provide strategic guidance on the role, the talent pool, and best practices for the search process ahead.

Identify

We quickly find hundreds of the most qualified candidates.

After defining the scorecard, we set up our search strategy, leveraging our longevity in climate tech and our network of more than 500,000 top industry professionals. We typically identify hundreds of the most qualified candidates – three to five times more than most other recruiting firms - while maintaining a high bar for potential fit.

After compiling an initial list, we use our proprietary screening process to narrow down the options to top candidates. In this selective analysis, we go beyond surface-level qualifications and closely evaluate factors like relevant referrals, experience at similar companies, and mission alignment. This allows us to identify the subset of candidates who are the best possible match for the role and organization. 

In less than a week we adeptly identify an initial list of candidates with the potential to thrive. Based on client feedback, we further refine our research strategy or begin vetting and interviewing candidates.

Connect

We explore a candidate’s career story, expertise and character to make wholly informed decisions.

The first step of our vetting process is a checklist-style phone call to not only confirm expertise and experience level, but also understand their motivation for changing companies, current professional situation and communication style. 

If we see strong potential to fit our client’s needs, we schedule an in-depth interview where we explore the personal story behind their resume. Using a performance-based approach, we assess their character, emotional intelligence, career track record and ability to build and maintain relationships. The next step for standout candidates is internal interviews with our client.

During our interactions with candidates, we see ourselves as an extension of our clients and adhere to our internal values around professionalism, integrity, responsiveness and accountability. Learn more about our values here.

Recommend

We equip clients with the critical insights needed to make a confident decision.

When presenting recommendations to clients, we provide our insider's perspective. We break down the elements of their background, standout qualities and character and explain why we believe they're a fit.

Clients receive a completed scorecard for each candidate that reveals our detailed assessments of their strengths and weaknesses as they relate to the position. We also flag anything that should be considered or explored in internal interviews.

This comprehensive profile empowers clients to make an informed decision on whether to advance a prospect.  

Facilitate

We provide world class “white glove” service to candidates and keep the process on track.

We streamline our clients’ internal interview process, handling scheduling, follow-ups, and arranging candidate presentations. Throughout this stage, we aim to be an extension of the client's hiring team, maintaining ongoing contact and developing relationships with candidates

Support

We are a trusted advisor when it comes to finalizing compensation agreements.

We help clients through the important final steps of making an offer and negotiating contracts. Bringing top talent on board requires a deep understanding of market compensation and candidate priorities. We consult with clients to provide data-driven guidance on crafting competitive offers that will attract and retain premier candidates while still allowing room for negotiation. Our goal is to collaborate on developing win-win packages that successfully secure the best hires for the long run.

Integrity and Trust

Trust and transparency form the foundation of our working relationships with our clients.  We believe in building relationships that last. We recognize that our clients' success depends upon employing the right people with deep enthusiasm for our clients' mission-driven values.

Mission-Driven

We support businesses that are creating a healthier and more sustainable world. We help employers find the most capable, well-suited candidates to help realize your mission. We help candidates find career opportunities where they can make a difference. 

Emotional Intelligence

We work with both hiring managers and candidates that exhibit a high level of emotional and interpersonal intelligence. (Because life is too short for dysfunctional relationships.)

Efficiency

Beginning with a rigorous pre-screening, we accelerate the hiring process by thoroughly understanding our clients’ business, culture and priorities, and by leveraging our proprietary people-and-software-driven process. We typically present 3-4 or more highly attractive candidates within 3-5 weeks.

Experience

As an ex-CEO and engineer, Chris Berkner knows first-hand what it means to build a team and how to connect passionate engineers and executives with companies looking to change the world.   Chris works personally with his clients, developing long-term relationships based on trust, transparency and collaboration.

“One of my biggest challenges working in an energy storage startup is growing the team. We have to find just the right talent to meet critical team needs, but with limited time and resources, we can’t afford to get it wrong. I’ve worked with Chris and team at Berkner Group to fill several key software and controls positions. Oftentimes we don’t know exactly what skillsets we’re looking for, so they present a variety of candidates and really listen to our needs to hone the search. They adapt to our recruiting process, accommodating screening questions, scheduling, and our preferred ATS. They’re highly responsive, flexible, and reliable. What’s most compelling is that long after the cost cap has been reached on a tough search, they continue to provide high-quality results and don’t stop until we make the hire. I highly recommend working with Chris to find excellent talent.”

— Nikhil Saralkar, CTO and Co-founder, Axiom Cloud