Recruiting Services

■ Sarammi Recruiting & Headhunting Services is a woman-owned boutique search firm, focusing on solving the challenges of hiring and attracting the right people for small businesses.

■ Help small organizations and businesses overcoming the challenges of hiring and attracting talent, while removing the frustration of getting charged high recruiting fees.
■ Our Freelance/Contract Recruiting Model saves small businesses thousands of dollars in hiring costs. ★★Ask About Our Free Trial★★
■ Train small business owners and their staff on recruiting techniques and strategies to find and attract talent.
■ Train Job Seekers to use the same recruiting techniques I use, in their job search to find and connect with decision makers, and stand out over their competition.

Wednesday, September 2, 2015

Investment Strategist and Program Manager - Philadelphia, PA

An Investment Management and Wealth Planning organization that was featured in Barron's 2015 America's Top Advisor rankings, is looking to hire an Investment Strategist and Program Manager.

You will create, manage and advise investment programs and strategies for client portfolios, work with Financial Advisors to develop an Investment program suitable for each client and interact with outside consultants, portfolio managers and investment providers.

You will be market savvy with a proven ability to evaluate and select appropriate investment programs, have a strong knowledge of the investment marketplace and financial services industry and have experience managing an investment team and investment programs.

To learn more about this opportunity, contact Cori Sachais,

Cori Sachais
Recruitment Specialist

Let's Connect:

Wednesday, August 26, 2015

How I saved a small business over $19,000 in recruiting fees

I know, it's odd that a Recruiter is writing about how they saved a company money in recruiting fees, because as you know, recruiting fees are up there.  Typically, recruiting fees run anywhere between 25% to 30% of a candidates first year salary, sometimes even higher with retained search firms working on C-Level positions.  
Today, I'm happy to be sharing how I saved a company over $19,000 in recruiting fees.  
The Situation:  A small financial investments firm was looking to hire a CPA with some background in financial investments.  This person will play a crucial role in the company as they only have 1 CPA right now, who in the next few years will be retiring. The position was posted on LinkedIn, which didn't have the outcome they were hoping for.  After trying to utilize some other resources to attract the talent they were looking for without any luck, they realized they needed to get more creative with their hiring process.
Solution #1: Since the company was not ready to go the "recruiter" route, they hired me to conduct a virtual training session with some of their team, training them on my recruiting techniques using LinkedIn, that they could use to aggressively search for this key person.  Result: They were extremely pleased with the training and  learned things about LinkedIn they never knew existed.  They seemed hopeful that they could search and find this person on their own.  As a small business, they all had their own jobs to do, and realized they just didn't have the time to do the recruiting and screening on their own.
Solution #2: Knowing this is a small company and that they don't have the budget to pay a typical recruiting fee, I offered my freelance recruiting model to them.  The company will receive the same high quality recruiting process I offer my fee paying clients, except on an hourly/flat rate basis.  Result: After weeks of cold calling into competitors, researching CPA's with financial investment background, and making 5 to 7 touch points to candidates in order to get responses and conversations going, a candidate was identified, interviewed and hired.
The Savings? The candidate was hired at a base of $110,000, my typical recruiting fee would be 25% of that, which is $27,500.  My Freelance Recruiting Model saved them over $19,000 in recruiting fees and they hired a high quality candidate, someone who wasn't actively job searching and wasn't on a job board.
Why would I do that level of work and agree to work on an hourly/flat rate basis making less money you ask?  First, I got paid for the work I was doing. When I'm working with clients on a fee basis and only get paid if they hire one of my candidates, I'm working for free and sometimes I never get paid for the work I do.  Second, there are many small companies and start-ups that need help with recruiting and don't have it in their budget to pay a high fee.  I love helping companies identify talent and I enjoy helping people find their next career.  If that means I make $19,000 less than what I could have made, then so be it.  Third, when working with a small business on a Freelance/Contract basis, I'm able to build a great working relationship with some of the team members.  Whether I'm working with the Owner, CEO or Office Manager, there's a mutual commitment on both ends and open communication during the entire process.  I become a true extension of the company.

The company has another opening they need help with and guess who they reached out to for assistance?  That's right, me. So I may make less money up front, but the repeat business and long lasting relationships make up for that.
Contact me to discuss your small business hiring challenges.
Cori Sachais: or 724-327-6804

Wednesday, August 19, 2015

Article: 5 Questions you should ask recruiters before working with them

It's not an easy task to find the right recruiter to work with. There are so many companies and individuals in the recruiting industry, it can get overwhelming and confusing when trying to decide who to work with on your critical job openings. Sometimes, you may even decide to work with several recruiters at one time because they all are saying they can do the job for you. This choice isn't necessarily the best route to take, you can see why in a previous post I wrote 4 Reasons why using multiple recruiters could hurt your business.

If you are considering using a recruiter to help you find your next star employee, you are going to pay a large sum of money (fee) for their services. Choosing a recruiter to work with is no different than purchasing any other product or service. You want to learn more about that product or service before purchasing it.

Read the full article here: 5 Questions you should ask recruiters

Friday, August 7, 2015

Mechanical Designer/Drafter - Greenville, PA

A premier engineering, manufacturing and supply company has an immediate need for a Mechanical Design Engineer to ensure products and processes are developed within manufacturing and customer needs.

The Mechanical Design Engineer will be responsible for developing and designing products, tooling, fixtures and processes.  You will also resolve issues with current products and processes. 
·         Use computer-aided drafting (CAD) equipment - Solidworks preferred
·         Research, design, evaluate and maintain mechanical equipment, systems and processes to meet requirements
·         Deliver concepts, products, new designs and root cause analysis within a manufacturing environment

The successful candidate will have:
·         Mechanical Engineering Degree
·         Proficient with Solidworks, Solid Edge or other 3D modeling systems

·         Experience with tooling, machine design or parts design within a manufacturing environment

For more information contact Cori Sachais –

Cori Sachais
Manufacturing Recruitment Specialist

Wednesday, July 29, 2015

Plant Operations Manager - Ohio

Wanted: A leader who is approachable, can lead new initiatives, manage calculative risks and can build and maintain trust with direct reports.  If this sounds like you, read on.

Reporting to the Sr. Vice President of Operations, you will be planning, directing and coordinating the operations in the plant including:
  • Implementing safety and quality programs.
  • Developing annual plant operating plans.
  • Interface with outside agencies such as OSHA and EPA.
  • Preparing and developing the department management team for individual advancement through coaching and counseling and formal appraisal programs.

You will be directly involved in daily discussions of key activities to maximize all operating departments’ efficiency and interpret and explain plant objectives to all department heads and staff support.

The successful individual will have a four year degree and several years of experience at a department manager level or higher and have extensive knowledge of cost accounting methods.  You will also have experience working within a finishing operations and/or melting operations environment.

There's More!
  • Two positions available at different plants
  • Generous relocation package including: 2 house hunting trips, temporary living expenses, reimbursement of closing costs for both the sale and purchase of a primary residence, duplicate mortgage assistance for two months, movement of household goods, and a miscellaneous lump sum to help during the transition.  All relocation related taxes are grossed-up, so there is no additional tax liability for these benefits.   
  • Competitive base pay, bonus potential, equity awards and a very competitive benefit and insurance package

For more information and immediate consideration contact

Cori Sachais
Manufacturing Recruitment Specialist

Thursday, July 16, 2015

Office Manager/Administrator - Pittsburgh, PA

A Professional Services company located East of Pittsburgh (near the Oakland/Homestead area) is looking to hire an Office Manager/Administrator to manage the day to day activities and operations, as well as directly support the President.

The Office Manager/Administrator will be responsible for:
  • Managing the utilities, building access and security.
  • Negotiating the purchasing of office supplies, equipment and company leases, as well as managing vendor contracts.
  • Plan, organize and direct company meetings, client workshops and other social and business functions.
  • Perform administrative tasks including: reviewing and answering inquiries and correspondences, manage the Presidents calendar and travel arrangements.

The ideal candidate will have experience working within a Professional Services company such as a Law Firm, Accounting Firm, Financial/Investment Company or Consulting

Friday, July 3, 2015

Materials Science Research and Development Manager

A leader and award winning manufacturer is looking to hire a Metallurgical Research and Development Manager for their Research & Innovation Center.

Relocation Assistance Offered

The Manager of Research and Development will be responsible for providing leadership in developing technologies and provide product development resources.   You will serve as the primary contact for Research, Operations and Quality Control and make sure that safety policies and procedures are implemented and enforced effectively.

  • Manage Metallurgical and Materials Science Research Engineers
  • Responsible for goal setting and project approvals 
  • Be in charge of budgets and resources

The successful candidate will have:
  • M.S. or PhD in Metallurgical Engineering or Materials Science
  • 7+ years of research experience preferably with stainless steel, alloys or ferrous materials
  • Some management experience
  • Must be eligible to work for any U.S. employer without sponsorship

For More Information contact Cori Sachais -

Cori Sachais
Manufacturing Recruitment Specialist