Company — The Bridge

VETERAN OWNED - VETERAN PROUD

We specialize in building bridges for companies like yours; not a physical bridge, a talent bridge. We bridge the talent pipeline gap by listening to your needs, and then we start building, together.

At The Bridge we,

● Partner with universities to provide you visibility to a pipeline of entry-level candidates.

● Help you define what positions are needed to build your pipeline.

● Assess the skills and competencies for those positions to be successful.

● Define a talent pipeline aligned with your company's mission, purpose and competencies.

We help companies streamline the recruiting and hiring process by providing candidates that align to the competencies and abilities of your positions the first time. Our Agents are able to provide our company with cost savings by acting as an extension of your team.

Success isn’t defined by any one position; it’s defined by the people brought into your organization who are engaged and possess the skill to drive performance. Due to the current talent war, building a pipeline of entry-level positions, internships and part-time positions is more important now than ever. Fortunately, The Bridge is here to help you win.

We help our company partners build a bridge with our university partners and their students by providing a pipeline of candidates that match your needs and hiring goals.

Contact an agent now

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Company Intake Form

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Company Information

Is your company private or publicly traded?

How many employees do you have?

What is your primary industry?

What is your Mission Statement?

What is your Vision Statement?

How would you characterize your culture?

Does your company have core values or pillars of success?

Do you have a leadership development program?

What % of your workforce is retirement eligible now? (Less than 3 years)

What % of your workforce will be retirement eligible in 3+ years?

Recruiting Information

What is your organizational structure for the recruitment team?

What is your current recruiting strategy for entry level roles?

What is your organizational structure for university recruiting?

What budget or cost do you have for university / entry level recruiting?

Do you see having or building an organic pipeline as a future strategy?

How many entry level hires do you typically offer annually?

Is there a specific time in the year when you make these hires?

If yes, please choose from the following

Do you have an entry level management program?

How many hires are for management programs?

What are your top 3 majors of your entry level hires?

How many universities do you target for recruiting?

Where are these schools located?

What is your entry level hiring criteria?

Do you partner with any vendors for entry level hiring needs?

What is your entry level churn % of hires within 2 years?

What is your average salary range for entry level roles?

What barriers do you experience with entry level hires or hiring process?

Assessments

What type of assessments do you currently use for entry level positions?

What type of assessment would you like new hires to take?

What competencies are you looking for in an entry level position?

What skills/abilities are you looking for in an entry level position?

Internships

How many interns do you hire annually?

What are the top three majors you hire for internships?

What is your average compensation range for internships?

Do you offer rotational internships?

Do you offer national internships?

Do you offer global internships?

What is your hire % from internships?

Did we miss anything? What else do you feel we should know that will help you build your pipeline?