At Mission Critical Partners, our people are the heart and soul of our organization. Every professional’s experience with MCP begins the moment they visit our website’s careers page and initiate their search for a potential role with our organization.
We look to build long-lasting relationships with A-players looking to join our organization. Your first question might be, “how does MCP define an A-player?” We seek exceptional candidates who are among the top 10 percent of professionals in their chosen field and who exhibit the firm’s core values—persistence, integrity, trust, accountability, and prudence.
Learn more about A-players here.
If you are reviewing our current openings and do not find an open position that matches your passions and skill sets, do not be discouraged. There are two opportunities via which you can engage with our firm.
If you are a match for one of MCP’s opportunities, you will hear from one of MCP’s talent acquisition managers for a preliminary pre-screen interview. This interview identifies candidates who possess the requirements and characteristics for the role and eliminates those who do not. Candidates generally will meet with us by telephone, but also could meet in a live environment depending on the type of role. The pre-screen interview generally will last up to 60 minutes. During the interview, we ask each candidate to state their career goals, identify their best professional attributes, and acknowledge their weaknesses. We will discuss your work history, MCP’s core values, and the team-oriented characteristics that you can bring to our company.
If both parties, the candidate and the talent specialist, indicate interest in proceeding to the next step, you’ll be scheduled for a formal interview.
We invite candidates to our corporate headquarters, one of our regional offices, or to interview via video conference. The session typically lasts about three hours. Our interviewers spend considerable time collecting information and identifying predictive performance patterns. The methodology enables us to capture critical details about each candidate’s background to include their education, key skill sets, and competencies, achievements and failures, relationships, goals, and potential.
During this stage, we also have reference discussions with former managers and supervisors to confirm what we learned about the candidate during the Topgrading session. Such discussions validate competencies, past performance, and the relationship each candidate had with their former manager/supervisor, as well as the potential that person felt the candidate exhibited while they worked together.
Your talent specialist will initiate your offer, with input from the hiring team, and both will be available for any questions regarding your offer or the position. They will be the first to congratulate you once you accept our offer. An MCP representative also will be in touch to give you an overview of the forms that need to be completed, such as background and clearance check, prior to your start date.
You will be scheduled for orientation, either in-person in MCP’s headquarters in State College, Pennsylvania, or virtually. Our orientation program is an immersive onboarding experience designed to set you up for success at our firm. During the orientation, you will interface and interact with members of MCP’s leadership team. As part of the onboarding experience, you also will be assigned an MCP mentor who will guide you during the first three months as you become acclimated to the organization.
For MCP, it’s all about building lasting relationships with our staff members and maintaining an environment that is a culture of commitment versus compliance.
Sheila Carl is MCP’s human resources manager. She can be emailed at SheilaCarl@MissionCriticalPartners.com.