Finding the right person is half a search. Landing and keeping them is the rest.
Affinity Search Partners recruits IT and information systems people for contract, contract-to-hire and permanent roles, up to the leaders who run technology. We plan the offer, the counter-offer and the first months with the same care as the hunt.
Talk through a searchWhere late-stage hires come apart
A finalist says yes in the room and no a week later. Usually the trouble started well before the offer went out.
Money nobody tested
Pay expectations were assumed rather than asked, so the number arrives as a surprise on one side or the other.
Slow final rounds
Decisions stall between interviews and a strong person accepts somewhere that moved first.
The current employer wakes up
A resignation triggers a raise, a new title or a promise, and nobody prepared the candidate for that conversation.
Planning the offer before the first interview
We talk about compensation, motivation and timing with each candidate early, while there is still room to adjust. By the time you are choosing between finalists, you already know what each one needs to say yes.
- What would make a move worth it for this person
- Where the pay range sits against what they earn now
- Who else at home or at work weighs in on the choice
- Which other processes they are in, and how far along
The counter-offer conversation
Most good technical people already have a job, so their employer will often try to keep them. We raise that with a candidate before it happens: why they started looking, and whether more money would have changed it.
When the counter comes, the person has already thought it through with us. And if a finalist is not ready to leave, we would rather tell you plainly than let you plan around a hire that will not happen.
After the start date
A signed offer is not the finish line. We stay in touch with the new hire and with you through the first months.
Onboarding check-ins
Early conversations catch small frustrations while they are still small: access, expectations, who to ask.
Scheduled follow-up
We check back at set points across the first quarter, so both sides can say how it is going while there is time to act.
The full search in brief
The late stage works because the early stage was done properly. Every search runs through the same groundwork.
Agree internally what the role must achieve.
Write down the person you are after, fit included.
Start with people we know, then reach those not looking.
One scorecard for skills, motivation, pay and references.
A few people, each worth your time to meet.
We coordinate rounds and keep feedback moving quickly.
Roles and engagement types
Founded in 2013 and based in Brentwood, Tennessee, we recruit across Middle Tennessee and nationally for employers in technology, healthcare, manufacturing and financial services.
- Cloud and infrastructure: cloud, systems and network engineers, help desk
- Software development: engineers, product and project managers, business analysts, QA
- Data and analytics: data engineers and scientists, BI developers, analysts
- Technology leadership: managers, directors and heads of IT
Ways to engage
- Contractors and consultants who add capacity to your team
- Contract-to-hire, when both sides want a trial period
- Permanent hires
- Leadership searches for the people who set technical direction
Lost a finalist late? Let's talk it over.
Tell us about the role and where the last attempt stalled. No obligation, and if we are not the right fit for it we will say so.