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Training Modules
Click any module to open the full lesson
01
Start Here
Welcome to Patrice & Associates
The brand story, our mission, PERFORMA method, core values, and what separates P&A SLC from every other recruiting firm.
02
Core Skill
Understanding the Job Description
How to read a job order, identify the right candidate profile, understand "like concept," and know exactly what your client needs before you source a single name.
03
Core Skill
Headhunting Passive Talent
The best candidates aren't on job boards. They're working. Learn how to find them, craft the outreach, and run the phone screen that qualifies or disqualifies fast.
04
Core Skill
Interviewing & Pattern Recognition
How to conduct an interview that surfaces green flags and red flags: the key questions, probing techniques, and behavioral pattern recognition that separate good candidates from great ones.
05
Core Skill
Reference Checking Done Right
Reference checks are not a formality. They are an investigation. Learn what to ask, how to listen between the lines, and how to turn every reference into a future candidate or client.
06
Core Skill
Submitting a Candidate That Sells
How to build the Patrice resume, write a cover letter that highlights exactly what the client needs, and submit in a way that makes the account manager want to move immediately.
Industry Verticals
Every core skill applies here. This is where you learn what makes each market different
07
🍽️ Hospitality
Hospitality & Restaurant Recruiting
Concept tiers, management hierarchy, FOH vs. BOH dynamics, candidate sourcing in a high-turnover industry, and the P&A edge in a market we know better than anyone.
08
💻 Technology
Technology & Silicon Slopes Recruiting
Utah's tech ecosystem, startup to enterprise dynamics, the roles we place, how to speak credibly with tech leaders, and what makes a strong tech candidate different from a strong hospitality candidate.
09
🏢 Executive
Executive Search & Leadership Recruiting
Director through C-suite placements, confidential search protocol, how to assess executive candidates, what boards and CEOs need from a search partner, and how to position P&A at the leadership level.
Search Models
Understanding how you are engaged shapes how you work every search
🎯
How P&A SLC Operates
Contingent Search
The recruiter is paid only when a candidate is successfully placed. No placement, no fee. The client owes nothing until they hire someone you sourced and presented. This is the primary model at Patrice & Associates.
🔒
Executive and Senior Leadership
Retained Search
The client pays an upfront fee before the search begins and the recruiter is exclusively engaged. Most common for C-suite, VP, and senior director placements where confidentiality and complexity require a dedicated partner.
⏱️
Contract and Interim
Temporary / Contract Search
A candidate is placed for a defined period rather than hired permanently. The recruiter's firm employs the contractor and bills the client a rate that includes pay, taxes, and margin. P&A SLC is a direct hire firm , this is outside our core model.
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Quick Reference
Side-by-Side Comparison
A fast reference for the three search models across the dimensions that matter most in every client and candidate conversation.
Knowledge Checks
Test what you're learning and earn XP for every correct answer
Recruiter Certification Quiz
Questions drawn from all nine training modules
+50 XP per correct answer
Foundations
Sourcing
Screening
References
🍽️ Hospitality
💻 Technology
🏢 Executive
Question 1
Your Badges
Earn them by completing modules and quizzes
Day One
Logged in and got started
The Sourcer
Complete Module 03
The Closer
Score 100% on any quiz
Sharp Eye
Complete Module 04
The Verifier
Complete Module 05
Field Ready
Complete all 6 core modules
Hospitality Pro
Complete Module 07
Tech Recruiter
Complete Module 08
Executive Search
Complete Module 09
Full Stack Recruiter
Complete all 9 modules
Quick Reference Tools
Use these in your daily workflow
Candidate Knockout Checklist
Apply before every submission
Not submitted to target client in the last 12 months
Has never worked for the target client company
No more than 2 jobs in 5 years OR 3 jobs in 9 years
Current corporate chain restaurant experience
Minimum 2 years salaried management experience
No terminations for Violence, Theft, or Insubordination
Agrees to a background check at time of offer
Valid Driver's License (managers) / Reliable transportation (hourly)
Salary requirement is in range of the job order
Same/similar title as job order with comparable sales volume
Employment verified OR reference check completed (unemployed)
Can provide detailed, specific accomplishments with numbers
Distance RuleMust be within 30 minutes of job location (confirm on Maps)
The 7-Day Rule
Candidate ownership and TER protocol
Whoever enters a Candidate in TER owns that Candidate for 7 calendar days
On Day 8, a logged CALL activity must be placed to maintain ownership
Emails must be logged as Email Activity in TER, not just sent from Outlook
A completed Call Activity alone is NOT enough. Another call must be scheduled within the window
After Phone Screen is logged in TER, you have 7 days to submit to a client
After submission, if no follow-up in 14 days, candidate is assumed Disqualified
Keeping a candidate "warm" requires documented 2-way communication. Voicemail alone does not count
Key ReminderThe Patrice-formatted resume MUST be secured as the Default Resume in TER before submission.
Accomplishments Worksheet
Use during the phone screen to build strong resumes
Highest volume ever managed. Get a dollar figure
Career progression: how were they promoted and when?
Increased sales: "By what % and HOW did you do it?"
Food cost: What is it? What should it be? How did you get there?
Labor cost: Same format, current, target, method
Reduced turnover: From X% to Y% HOW?
Awards, recognition, or rankings in their district/region
Crew developed into management
The Rule of NumbersIt does nothing to say "lowered turnover" without saying from what to what and HOW. Get specific. Numbers sell candidates.
Reference Check Script
Questions for former supervisors
Where and when did you work with [Candidate]?
What was your role? Were you their direct supervisor?
Can you verify their start date (MM/YYYY) and end date?
Why did they leave the company?
FOH/Customer-facing, BOH/Internal, or both?
Scale 1–10: Training others? P&L skills?
Did they require close supervision and follow-up?
Were there any integrity concerns during their employment?
What did you like BEST about them?
Would you rehire them? If not, why?
End Every Call With This"Do you mind if I drop my card in the mail? I'd love to tell you more about what I do." Then get their name, phone, email, and company.
Templates & Working Documents
Click any template to open, copy, or print
Full Phone Screen Script
Complete flow: opening, knockout questions, full screen, seriousness scale, and close
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Candidate Submission Cover Letter
The Patrice-format cover letter with "Contact for Interview" header, match highlights, and verification line
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Patrice Resume Template
Blank format + filled real-world example side by side. The exact structure every submission must follow
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Job Ad Formula
The 5-part structure for writing ads that pull, with candidate email and LinkedIn outreach scripts
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Employment Verification Form
The complete reference check form. All questions in order, ready to fill and attach to the candidate TER record
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Pre-Submission Checklist
Every box that must be checked before you submit. Attach this to your TER record with every submission
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