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Hiblow

by

GRS Recruiting

on 7 December 2017

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Transcript of Hiblow

Hiblow
Director of Sales & Marketing
Evaluation Stage
Planning and
Research Stage

Recruitment Stage
Candidate Starts
Post Placement

Qualification Stage
Interviewing Process
Commitment Stage
Established Network
GRS has an established database comprised of professionals to contact for referrals and to directly recruit.
Sourcing
GRS will continue to add new qualified professionals through systematic name gathering of source companies and referrals. In addition, GRS will proactively search social media sites and job boards for qualified professionals to contact.
Spreading the Word
GRS will compose a company confidential email detailing key points of the job to relevant industry professionals. We will also leverage our industry specific LinkedIn groups, various social media channels, and post the position on our website to attract candidates in your specific niche.
GRS will conduct an in depth second interview to further qualify candidate for the position.
Review and narrow candidates to a short list based on Motivation, Qualifications, Personality, Compensation & Intangibles.
Arrange initial interviews and Candidate/Client Interview Preparation.
Initial Interviews with candidate(s).
Candidate/Client Interview Debrief
Final Interview(s)
Offer Stage/Negotiation
Reference/Background Checking
Resignation/Start
Initial contact to determine qualifications and willingness to pursue a new opportunity.
Request and Review resume internally.
Contingent Search

No money up front to begin the search

Fee based on an estimate of the candidate’s first year earnings

30% of that amount
Priority Search
It becomes a top priority for our team

Reduced fee of 27% of first year earnings

Engagement fee of $5,000 for each individual position to begin the search

Commitment allows us to put full resources into the search

$5,000 engagement fee applied toward the 27%
Target Profile
Experience selling pumps or compressors
Understanding of the mfg/dist relationship
Calling on the medical or industrial markets
High technical aptitude
Hands-on team oriented person who is comfortable with hand tools
Some with an all-in attitude that is able and willing to pitch in with every aspect of the business
Compensation
Base Salary
$90,000 - $100,000

Commission/Bonus
Bonus up to 25% which goes into an IRA


Attractions to the Opportunity
Actively growing and looking to add 4-5 new key employees next year
Privately held company that is not only focused on quarterly returns
Everyone at the company contributes
Visible position with the ability to make a large impact
Non-bureaucratic position
This is a highly autonomous role in which someone will have the ability to run this territory like it is their own business
GRS Team
Geographical Scope
Target Companies
Ingersoll
Rand
Xylem
Corrosion
Fluid
Products
Brinkmann
Pumps
Detroit
Pump
Great
Lakes Pump
IDEX
GRS 12 month Post Placement
Process focuses on retention and early success
• Appointment 1 - Prior to start
• Appointment 2 – 2 weeks after start date
• Appointment 3 – 30 days after start date
• Appointment 4 – 90 days after start date (timed around evaluation)
• Appointment 5 – 6 months after start date (timed around evaluation)
• Appointment 6 – approx. 2 weeks prior to first anniversary

Fluid Handling Team Leader:
Joe Bertolami
Primary point of contact and search leader
15 Years at GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Handling

Project Coordinator:
Matt Zeman
Support in identifying and making initial contact with potential candidates
2 Years at GRS
Actively working closely with the Team Leader to identify the right type of candidates

Research Specialist:
Laura Baskin
Provide overall planning and industry research
6 Years at GRS
Full transcript