Our Capabilities >> Our Process

Megadoot Technologies, LLC follows a very precise methodology when working on a requirement(s) for a client.

The process begins with receiving a requirement (order) from a client that details the type of person(s) needed, including a listing of required skills/experiences/certifications, domain information (if applicable), job location, duration, whom they will be reporting to and a description of the consultant exceeding expectations (when possible) – i.e. – if the consultant hired was evaluated after 1 year on the project, describe an evaluation of “Outstanding”. Whenever possible, we strive to have a conversation with the hiring manager to obtain the best understanding possible, including which soft skills are important for success on the project. This information isn’t required – but, our experience is that it is very helpful and can oftentimes be the difference between a good consultant and a great consultant.

Once a job requirement has been defined, the next step in the process is to create a group of potential candidates that have, on paper, the right skills, experiences, and certifications (as required). This is accomplished in the following manner:

• Reaching out to sub-contractors that have the niche expertise and experience in the particular technology under consideration.
• Identifying suitable candidates in our internal database.
• Searching resume databases on Dice, CareerBuilder, Monster and other sources.
• Using advance search protocols (Boolean) on Google to identify resumes/blogs of suitable resources.
• Identifying appropriate online user groups where the particular technology is the dominant theme.
• Using social networking sites such as LinkedIn to identify appropriate groups/individuals.
• Soliciting referrals from consultants to other consultants that would be a good fit for the job requirement.

Once a sizable group of potential candidates is identified through the above mentioned sourcing techniques, the next step in the process is to initiate contact with as many of the included consultants as possible. The intent of this initial contact is to effectively eliminate as many as possible so as to ensure that the “short list” that remains contains a group of individuals that possess the required skills/experiences and are interested in being considered for the position. Candidates in this group are aware of the project details, location, duration, compensation, job responsibilities and expectations.

Once a short list of qualified and interested candidates is identified, we thoroughly evaluate the depth of expertise each candidate possesses in relationship to the job responsibilities. There are 3 primary tools that we utilize for this step in the process, depending on the technology roles. These tools are:

• Telephonic technical screenings and evaluations using our most senior in-house consultants whenever possible;
• Internally developed skill exams that test a consultants knowledge of the technologies required;
• Externally developed skill exams - SHL Previsor – http://www.shl.com/us when we don’t have an internally developed test.

Candidates that don’t successfully complete the technical evaluation phase of the process are eliminated from consideration further reducing the pool of qualified candidates.

Candidates that successfully complete the technical evaluation process are then thoroughly vetted and their past performance, education and professional certifications are verified. This is accomplished using the following methodologies:

• Requesting official transcripts/degree verifications from any listed post-secondary institutions;
• Obtaining and verifying past client references including ensuring that the references provided are actually employees of the past client (we only verify references that have company contact details – phone and email).
• Verification of any professional certifications through the issuing authority.

Once a consultant has successfully completed all phases of our internal selection process, we internally review all acquired information/notes and rank the remaining candidates using a variety of factors including, but not limited to past performance and years of experience, highest level of education earned, compensation expectations, immigration status (when required), flexibility in relocation (when necessary), stability of past employment and a range of other factors.

After our internal review process is complete, we make the submission to the customer of the consultant(s) deemed to most closely align with the customer’s needs. The number of resumes we submit will vary depending on the client’s needs/expectations. Some clients only want to see the best 2 resumes if they have 1 job opening while other clients that have multiple positions want to see as many resumes as we can provide them.

Once the resume is submitted to the client, our role in the process is to facilitate/arrange any telephonic and/or in person interviews so that the client can evaluate the consultants submitted for the position. In the event that the client requires additional information at this stage, we help to facilitate.

Once a client makes the decision to hire/contract with a submitted consultant, we ensure that all the required documentation is successfully completed, including but not limited to:

• Agreement that includes all flow down provisions (when required)
• Work order (Purchase Order).
• Insurance is active and in place.
• Work authorization has been verified
• Background checks (Criminal, financial, drug screening) are conducted
• Project start date is confirmed
• Travel/Relocation arrangements are made with the consultant
• Reporting instructions are relayed to the consultant
• Follow up with the client and the consultant after the first day to identify/resolve any outstanding issues
• Periodic follow up with client and consultant to identify any issues and to facilitate effective communication as well as ensure performance expectations are met (or exceeded).