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The Caring for Strangers Hiring Process

Less time sorting. More reason to interview.

Before a candidate reaches your team, they’ve been sourced for the role, screened, assessed, interviewed, and reviewed by CoreWise.

So when someone does land on your calendar, you know why they’re there.

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The Caring for Strangers Hiring Process

Our Seven-Step Candidate Screening Process

Every candidate moves through the same seven-point evaluation framework, with the depth of interviewing tailored to the role and search.

PXT Select gives us another way to understand where a candidate aligns with the role and where we should ask better questions. Learn about PXT Select

  1. Step 1: Candidate Profile and Resume Review

    Experience, qualifications, career progression, and connection to the role are reviewed before the screening process begins.

  2. Step 2: Thirty-Minute Phone Screen

    A talent acquisition specialist evaluates qualifications, expectations, career direction, and interest while presenting the role and company honestly.

  3. Step 3: PXT Select Assessment

    Every candidate completes a role-specific PXT Select assessment to provide insight into thinking style, behavioral traits, interests, and areas for further discussion.

  4. Step 4: Comprehensive Senior Interview

    When appropriate, a senior interviewer explores specific experiences, decisions, challenges, working relationships, and results in greater depth.

  5. Step 5: CoreWise Peer Evaluation

    A second team member reviews the interviews, PXT Select results, references, certifications, and any client-requested documentation.

  6. Step 6: Internal Manager Review

    A CoreWise manager reviews the complete candidate package and screening work before the candidate is presented to your team.

  7. Step 7: Alignment Consultation and Interview Support

    Candidate findings are presented alongside interview guidance, feedback is collected, and the search is recalibrated when new information changes the need.

A mentor leans in to point out a detail on a chart to a seated colleague

Candidate Submittal

The recommendation comes with reasoning.

Each submittal explains why the candidate is being recommended, what supports that recommendation, and what still deserves exploration.

The candidate package includes:

  • Updated resume
  • PXT Select results and interpretation
  • Screening and interview summaries
  • Relevant strengths and experience
  • Considerations and follow-up questions
  • References, certifications, or requested documentation

Quality Control

Managers and peers periodically review screening calls for question quality, discernment, consistency, and accurate representation of the role.

We protect both sides of the search.

Your team

What you are told

Your team is notified when timing, another offer, or a lack of communication puts a candidate at risk.

The candidate

What they experience

Submitted candidates remain informed and engaged throughout the interview process.

Candidates who do not move forward receive clear and respectful communication.

The goal is not simply to move candidates forward. It is to engage the right person and be honest when the opportunity is not a strong match.

Results

The numbers behind the work.

  • 83%

    average PXT Select fit score.

  • 79%

    of the people we placed are still there.

  • 3

    vetted candidates, on average, sent per hire, not thirty.

  • 68%

    of placements were for repeat clients.

THE PROCESS MATTERS

More resumes don’t solve a hiring problem.

They create more screening, more interviews, and more chances to waste your team’s time. Our process filters that out before a candidate ever reaches you.
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