We understand the functional Job description, we understand the critical competencies required for this job to be completed. We assess the persona required to do this job. We use this information during our interview process, which involves some key assessments, and multiple workflows. When the customer does the final interview, we are not bringing twenty people and rather we bring a few qualified and vetted candidates that the customer can choose to hire. 

Followed by that, our team has a training process before this person enters a customer's organization. We then create a customized one week training program based on the specifics of the role, what is expected and conduct assessments along the way to ensure knowledge has been retained and understood by the finalized candidate. It is only after concluding with that process that we hand over the selected employee to the client. 

Our team also assigns a dedicated Customer Success Manager to each client. Our Customer Success Manager remains a part of the process from the initial point where the original 'Job Description' (JD) was obtained. The Customer Success Manager then engages with the client on a weekly basis, for the first 30 days to ensure discuss employee performance, which is followed by a bi-weekly for the next 30 days and moves to engage once a month after that. We work with the client to ensure there are measurable KPI's (since they will be working in the client system) to ensure the employee knows what good looks like. And we have internal metrics we use to coach and guide this person.