The Phil Guillen Way
At PGAA Tax, we provide complete transparency and play-by-play updates to our clients and candidates to guarantee the process runs smoothly and efficiently. Our networking strategy means we are recruiting for you before we even meet. It makes us the most efficient conduit to vetted tax professionals in tax recruiting.
We Place Tax Professionals
Always connected, always connecting
After 20 years of recruiting, we are grateful for our tax professional community that continues to refer us as their choice recruiter.
We are constantly recruiting and being introduced to tax professionals and having discussions regardless of a specific search. We get introduced to the best by the best through our referral strategy. We keep in touch to know when anyone's desire for a change peaks. We are not in the business of “blitz recruiting” or short-term hires.
Intake Calls
Clients have a wishlist, and so do candidates. They also have a non-negotiable list of red flags that would make them leave a job or withdraw from the application process.
We tease out what our clients desire and then showcase your company, culture, industry, position, etc. to avoid mismatching skills, values, work-ethic.
We don't like surprises unless it is a bonus or an impromptu wellness day. Our detailed intake call gives us the blueprint for the candidates we will provide for you. It ensures that our clients are interviewing highly aligned and informed candidates from the get-go.
We Lay It All Out There
We don't hide who you are. We don't waste candidates' time with a sales pitch of "this job is perfect for you" as bait for them to talk with us. We are upfront with information about the company and the function of the tax department so candidates can decide if they even are interested and technically matched with the position before entering into the recruiting process. It comes down to respecting everyone's time.
For an example of our position description, click below
Candidate assessments
We create a comprehensive assessment beyond traditional skill match review. We include candidates' motivation for change, compensation and career goals, relocation needs, technical strengths, and areas for growth, providing you with content that has depth so you can get to the meat and potatoes of the person in the first interview.
We continue to be the conduit of in-depth information through negotiations, counter-offers, and acceptances or rejections.
Interviews that lead to placements
Our least favorite part of our job is telling a candidate the client no longer wishes to pursue their candidacy. So we do all we can to present candidates we are confident have a shot at a job offer.
We prepare our candidates for interviews so that they pack their answers with information that will help with decision-making and on-boarding. Interviews should inform clients about how the candidate will join the team, what they can take on and what skills they need to develop. We aim to make every interview informative beyond basic Q&A.
Guarantees
We have a stake in the game too. We care that the lives of our clients and candidates become more fulfilling, less stressful, and more of what they love to do. Our one-year placement guarantee is our gesture that we also want your team engaged and retained for the long-term.
Our
Strategy
In our recruitment process, transparency is critical from start to finish. At PGAA Tax, we believe in providing complete transparency to our clients and candidates to ensure the process runs smoothly and efficiently. We don't hide who our clients are because we don't want to engage a tax professional in the recruiting process unless they think the opportunity is worth their time. We also won't ghost you if the client doesn't want to move forward (the worst part of our job, but an important one). We have a team of two recruiters who work on each search, and we only take on searches that we are confident we can successfully fill. We understand that time is of the essence in the recruitment process, and long-term vacancies can be costly and lead to burnout among your team. Therefore, we strive to make our searches as efficient as possible, ensuring that your story gets to the market and the right people as soon as possible. This is why we take tens of thousands of resumes and narrow them down to 3-4 in our first round. We don't blast your job description to thousands of people but select technically aligned candidates and go from there. Our selective tax recruitment strategy is designed to deliver top candidates who are excited about the changes ahead. We believe that change is exciting and nerve-wracking, so we do everything possible to minimize opportunities for all parties to stall out or lose motivation. At PGAA Tax, we stay connected to the tax professional community and have our ears to the ground to ensure that we understand how tax professionals feel about career moves right now. We also have the dirt and the diamonds on your tax department, so we deeply understand what our clients look for in their ideal candidates. Conversely, we will be able to match candidates that will blend with the culture and bring the needed skills to be successful on their new tax team. We are professional storytellers, not job pushers. We tell the client's story and showcase their personality, which is why we can get great candidates who want to learn more about the opportunity to work with our clients. We make moves quickly (26 days faster than the average recruiter) because we know that losing inertia can be a significant barrier to success in the recruitment process. By maintaining transparency and staying connected with our clients and candidates, we deliver successful placements time and time again.