TREW Recruiting FAQs

The TREW Crew Answers Your Asked Quesitons (FAQs) About TREW’s Recruiting Services

Got questions about our recruiting services? Here are some answers to the questions we hear most frequently. We offer services for Executive and Professional Search services, along with Turnkey HR and Next-Level HR.

We help our clients hire leaders. Not just the individuals with the right title, but those who will immediately bring results.

Our fees are based on the level of position and the salary range. There are a few different structures which offer a customizable option for our clients.

While there is no way to truly know the answer to this question, our approach is to urgently find and screen the most qualified candidates for our clients. We want the position filled as fast as you do!

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.”
– Lawrence Bossidy, American author and retired executive

Our focus in the process is on the people. Our clients have needs that aren’t black and white. Candidates are not totally defined by their resumes. Our approach is to find the commonalities in the grey areas that make sense for both parties.

We will schedule regular check-ins with our clients to ensure transparency in our process, results of our efforts, and transparent feedback from the candidate market. If the salary range is off, the location is a challenge, or there are concerns about the culture reputation; whatever the feedback is, we communicate that with our clients.

We’ll provide you with as many candidates as it takes for you to find the right fit. The nuance to that is understanding when the urgency is there to move on the right candidate. We take a straight-forward approach to that with our clients.

“Recruiting should be viewed as a business partner, someone who is critical to the success of the business.”
– Matthew Caldwell, Head of Talent at Instacart

Sometimes it’s just not the right fit. We understand that. We have a replacement guarantee clause in our contract to offer peace of mind for our clients.

Yes. The conversation around compensation is important and we approach it from the very beginning of our relationships with candidates. This helps provide trust when it comes to negotiating on behalf of our clients.

Our focus area is Executive Level roles. We define those as Director level positions or above. However, we also offer professional level recruiting for positions which are below Director.

Absolutely. We understand how important hiring is to the stability and growth of our clients’ business. We partner with them to ensure they are adding the right people to their teams.


Turnkey HR FAQs

The TREW Crew Answers Your Frequently Asked Questions (FAQs) About Turnkey HR.

Got questions? Our experts answer your most frequently asked questions (FAQs) related to TREW’s Turnkey HR services. For more information, drop by our Recruiting page at: Turnkey HR – TREW HR

It means that we handle your HR tasks so you can focus on growing your business… and save time and money, too. We make your payroll, benefits, compliance, Worker’s Compensation, and other HR functions as simple as unlocking your front door. You just turn the key and you’re in. That’s why so many small- to mid-sized companies in our community turn to TREW to outsource their HR needs.

No matter what size your company, you need HR expertise to manage today’s evolving workplace effectively; whether it is Legal & Compliance, growing pains, Mergers& Acquisitions, getting HR expertise protects your company.

It’s really up to you and your team, but we encourage it. When pronouns are used, it lets others know that your company offers an inclusive and safe environment. However, we can’t mandate to put a policy in place for pronouns. It’s just best practices.

You are required to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must adequately complete Form I-9 for everyone they hire for work in the United States.

”Be the person you want to work with.”
– Author unknown

An employee handbook is essential to the organization. It is designed to help the company comply with state and federal employment law, establish its rights, and protect the company. Handbooks should be reviewed annually.

You may stop counting days of restricted work activity or days away from work once the total of either or both reaches 180 days.

Sorry, but no. You need to file a separate OSHA 300 form for each of your organization’s locations. 

The case number is the identifier for the injured worker. It can be any numbers or letters, but they can’t be used again. The best practice is to use the injured worker’s insurance claim number.

No, but you can give the interviewee a copy of the job description and ask if they can perform the job duties & responsibilities. Make sure to retain your interview notes for one year in the case of a Discrimination Complaint.

While an individual with a disability may request a change due to a medical condition, this request does not necessarily mean the employer is required to change. The reasonable request should be the first step in an informal, interactive process between you and the individual.

No reasonable accommodation is required when it would impose “undue hardship” on the operations of the employer business, or if the individual poses a direct threat to the health or safety of themselves or others.

When you employ 50 or more employees in 20 or more workweeks in the current or preceding calendar year, including joint employers and successors of covered employers.

COBRA requires that a group health plan sponsored by 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage.

Got more questions?

If you’ve got comments or questions we haven’t answered here, feel free to send a message through this form. We look forward to hearing from you.