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Executive Recruiting, Inc.

Executive Recruiting, Inc. Bringing together exceptional talent with exceptional opportunities. Executive Recruiting consistently finds and recruits the top performers for two good reasons:.

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Executive Recruiting, Inc.

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  1. Executive Recruiting, Inc. Bringing together exceptional talent with exceptional opportunities

  2. Executive Recruiting consistently finds and recruits the top performers for two good reasons: 1. We specialize in placing professional, managerial, and executive people of accomplishment and expertise. 2. Our search process has been refined and updated to keep pace with both the current candidate market and the available technology. The heart of the process is the development of a customized recruitment plan that fits the client's needs. We adhere to a nine step process.

  3. 1. Assessment of Client Situation First, we learn about the client's corporate culture and short and long-term goals. Next, we define the scope of the assignment and work with the client to create profiles of the positions to be filled. • Company Background and Overview • Company Culture • Position Descriptions and Locations • Products and Services • Compensation Analysis

  4. 2.Strategyfor Client Using all the resources at our disposal, including competitor information, sources within the industry, confidential referrals, Internet and internal databases, we surface potential candidates. • Candidate Presentation Format • Schedules and Deadlines • Status Reports

  5. 3. Search Acting as a staffing partner to our clients, we contact potential job candidates and outline the job specifications, present the opportunities, responsibilities, benefits and advancement possibilities the client offers. We closely check the candidates' qualifications against the client’s profile. • Source and Recruit • Contact and Make Presentation to Candidates • Profile Candidates (Customized Profile) • Recruit Qualified Candidates and Pre-close • Present Overviews to Client & Arrange Interviews

  6. 4. Debrief Candidate after Interview We will re-examine the candidate’s commitment and interest in the opportunity. We will address with the client any new or lingering candidate concerns. • Re-qualify Commitment • Pre-Close on Compensation • Cover Counter Offer Strategies

  7. 5. Debrief Client and Arrange Final Interviews We will assist the client in scheduling and monitoring the interview process. After the interview, we continue our role as staffing partner, analyzing the results in terms of commitment, offer, feedback, and follow-up. • Prepare to Have All Issues and Concerns Addressed • Check References at Client’s Request • Professionally Release Unqualified Candidates

  8. 6. Final Debriefing We then narrow the candidate list to the most qualified selections, who are then pre-closed and prepared to receive our client’s offer. • Release Candidates Client Does Not Wish to Pursue • Prepare and Strategize Offer With Client • Pre-close Candidate Again on Acceptance Level and Start Date

  9. 7. Confirm Offer and Start Date We will assist the client in scheduling and monitoring the interview process. After the interview, we continue our role as staffing partner, analyzing the results in terms of commitment, offer, feedback, follow-up and other considerations. • Deliver Written Offer to Candidate from Client • Gain Formal Acceptance from Candidate • Final Briefing with Candidate Before Resignation Interview

  10. 8. Follow Through Once the candidate has resigned, we help maintain the momentum to keep everyone on track through start date. • Stay In Touch with Candidate through Start Date • If Possible, Have Client Get New Hire Involved with Strategic Planning • Verify Orientation Plan

  11. 9. Final Feedback Session Even after the candidate has agreed to the offer and has started working, we maintain close communication to ensure that both the client and the candidate are satisfied. • Congratulations • Thank You • 30, 60, and 90 day Candidate follow up

  12. Your Account Manager Mark Martin • MBA Marketing Program • J. L. Kellogg Graduate School of Management at Northwestern • Strong Client-Focused Relationship Background • Over 17 Years in Search and Recruitment

  13. Mark Martin • 1996 – Sales Consultants of Oak Brook • 1996 – Midwest Rookie of the Year • 1997 – Midwest Account Executive of the Year • 1998 – National Top Ten (#4) • 1998 – Earned CSAM Designation • 1999 – Regional Top Five

  14. Mark Martin • 2000 – Started Executive Recruiting • Earned National Designation as CPC (Certified Personnel Consultant)

  15. Breadth of ERI Placements

  16. Breadth of ERI Placements 31 States and D.C.

  17. Conclusion • Coast to Coast Search Firm • Experienced and Committed to Client Satisfaction • Utilize All Potential Candidate Sources

  18. Mark Martin President 44 Appian Circle Simpsonville, SC 29607 (864) 329-1858 (864) 752-1758 (fax) mark@erigreenville.com Executive Recruiting, Inc.

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