Daniel Amitin, President & Greg Fischer, Vice President, Direct Hire , RPO solutions, AMI NetworkAMI has mastered the balance between automation and human touch. They have a cutting edge approach to engaging talent by leveraging 13 sourcing, automation, and engagement technologies. At the same time, the team takes a highly personalized and “high touch” approach to each candidate they recruit.
Their RPO successes range from making 500+ hires for one of the largest Independent Physician Associations in Southern California to rapidly recruiting 40 entry-level counsellors and building a leadership team at new residential care center for a mid-sized Community-Based Non-Profit.
Most clients are impressed by AMI Network’s ability to seamlessly integrate with them, leading to fast, frictionless project launches.
Engagements begin with AMI Network getting to know their clients from the inside out. They visit clients in-person to experience their culture first hand, and then map all recruitment processes and stakeholders. From there “Hiring Avatars” are established for each job opening through 1:1 conversations with hiring managers. The result is that AMI Network has a crystal clear process of who their clients are looking for, which candidates will thrive in their culture, and has a streamlined process to make the hires happen at lightning speed.
“Most recruitment firms just throw spaghetti at the wall to see what sticks. We do not rely on any guesswork. Our approach involves a thorough analysis, identifying the key skills and experience required for the role and looking for applicants who meet the standards,” says Greg Fischer, Vice President, Direct Hire and RPO Solutions.
Along the way AMI Network draws from decades of experience and data collection to advise their clients on optimizing recruitment workflows, vetting processes, and candidate advertising.
AMI Network takes a novel approach to Sourcing. While most Internal Talent Acquisition teams and external RPOs take a “post and pray” approach to hiring, AMI Network relies on the practices they developed as Executive Search Headhunters.
Clients are surprised by their resourcefulness in accessing “off market” candidates, implementing ingenious solutions such as using public databases i.e. Zocdoc to build headhunting lists in addition to mastery of industry staples such as LinkedIn. They pride themselves on persistence and creativity to engage highdemand candidates. Recruiters reachout to candidates 4-8 times with clever tactics such as custom videos to help their clients stand-out from the crowd. The result is that only 22% of candidates they produce came from job advertisements, with the majority coming from “off market” sourcing.
AMI Network is committed to delivering a high-performing team which starts with being selective when it comes to hiring. For every internal hire they evaluate 200+ applicants, and grade potential recruits using a ten-point scale based on suitability, critical thinking skills, and prioritizing abilities.
Most recruitment firms just throw spaghetti at the wall to see what sticks. We do not rely on any guesswork. Our approach involves a thorough analysis, identifying the key skills and experience required for the role and looking for applicants who meet the standards
Their dedication to their team shows, and they were recently recognized as a “Top Staffing Firm to Work For” by SIA.
AMI Network delivers solutions to clients through a collaborative and strategic approach. With a focus on building strong relationships with clients, it ensures its solutions align with the goals and values of each organization. Its commitment to excellence and dedication to leading clients toward success make AMI Network a valuable partner for any healthcare organization seeking to make a high volume of hires.
