Company & Contact Information

Company Name *

Industry *

Your Name *

Your Title *

Email Address *

Phone Number *

Company Size *

Position Details

Position Title *

Department *

Employment Type *

Target Start Date *

Salary Range *

Number of Positions *

Key Responsibilities *

Required Skills & Qualifications *

What's Really Happening?

Why is this position open? *

New Position - Business Growth Replacement - Previous employee promoted Replacement - Previous employee left voluntarily Replacement - Previous employee terminated Backfill - We've tried to fill this multiple times

⚠️ Critical: Pattern Recognition

When positions turn over repeatedly, the issue is often deeper than "finding the right person." Common root causes:

Unrealistic role expectations vs. compensation
Immediate supervisor's management style
Unclear success metrics or moving goalposts
Culture misalignment (often unspoken)

Peak's approach: We'll help diagnose this before we send anyone, potentially saving you another failed placement.

What happened with the last person in this role? This context prevents us from repeating the same mistake.

Who will this person report to directly?

What's this supervisor's management style?

What would cause someone to fail in this role within 90 days? *

✓ Why This Matters

Most hiring failures stem from "soft" factors that never appear in job descriptions. By identifying these upfront, we can screen candidates against the real success criteria—not just the resume requirements.

Duplication Prevention

Have you received resumes from other staffing agencies for this role?

Yes No

Please list the names of candidates you've already seen This is CRITICAL for avoiding duplication fees and wasted interviews.

Have you conducted any interviews for this position?

Yes No

What did you learn from those interviews?

Are you working with other recruitment firms on this role?

Yes No Not yet, but considering it

⚠️ Multi-Agency Risk

Working with multiple agencies simultaneously increases duplication risk exponentially. Peak's recommendation: Give us 48 hours of exclusivity to present our top 3-5 candidates before opening to others. This protects you from fee disputes and ensures we're showing you talent others can't access.

Performance Reality Check

Technical skills get people hired. Psychological maturity keeps them employed. These six traits—what we call "The Unmeasurables"—predict job performance better than any resume. Be honest about what you're experiencing with recent hires.

Are you experiencing issues with new hires in any of these areas?

Initiative — They wait to be told what to do. Need constant direction. Don't see obvious next steps. Professionalism — Inappropriate workplace behavior. Poor communication. Can't read the room. Ownership — Everything is someone else's fault. No accountability. Excuses over solutions. Follow-Through — Tasks started but not finished. Commits but doesn't deliver. Needs multiple reminders. Interest — Just here for a paycheck. No curiosity. Minimum effort. Checked out. Presence — Distracted. On phone constantly. Mentally elsewhere. Can't stay focused.

💡 Peak's Solution

Our proprietary behavioral assessment screens for these exact traits BEFORE we send candidates. Traditional interviews miss these because candidates can perform well for 45 minutes. Our validated instruments predict actual workplace behavior.

Result: 75% reduction in 90-day failures when using our full assessment protocol.

Learn more about The Six Unmeasurables →

Would you like Peak to screen candidates using our Six Unmeasurables assessment?

Yes - Include this in your screening process Tell me more before deciding Not right now

Timeline & Urgency

How quickly do you need to fill this role? *

What's the business impact if this role stays unfilled?

What's your interview process?

💰 Calculate Your Hiring ROI

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Slow hiring, turnover, and bad hires drain your bottom line. Let's quantify what precision hiring is worth to your business.

Average days to fill a position

Annual turnover rate (%)

Number of positions filled per year

Average salary for positions

Anything Else We Should Know?

Additional context, concerns, or specific requirements

How did you hear about Peak Talent Capital Solutions?

Your Privacy Matters: Peak Talent Capital Solutions respects your privacy and is committed to protecting your information. We will never sell, rent, or share your data with third parties for marketing purposes. The information you provide will only be used to process your talent request and communicate with you about this hiring need.

Equal Employment Opportunity: Peak is an Equal Opportunity Employer. We are committed to providing equal employment opportunities regardless of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by applicable federal, state, or local law. All employment decisions are based on qualifications, merit, and business needs.

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