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Cummins-Wagner

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GRS Recruiting

on 12 August 2014

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Transcript of Cummins-Wagner

photo credit Nasa / Goddard Space Flight Center / Reto Stöckli
EVALUATION
STAGE

COMMITMENT
STAGE

PLANNING AND
RESEARCH
STAGE

RECRUITMENT
STAGE

QUALIFICATION
STAGE

INTERVIEW
STAGE

PREPARATION/
DEBRIEF

OFFER STAGE
REFERENCE/
BACKGROUND
CHECKING

RESIGNATION/
START

POST
PLACEMENT
STAGE

GRS TEAM
Team Lead:

Joe Bertolami jbertolami@grsrecruiting.com
(440) 684-6150 Ext. 3007
After 5pm EST or on weekends Please Call: (440) 477-6353

Project Coordinator:
Andy Marsh amarsh@grsrecruiting.com
(440) 684-6150 Ext. 3027
After 5pm EST or on weekends Please Call: (440) 319-8393

Planning and Offer Support:
Mike Lee – President mlee@grsrecruiting.com
(440) 684-6150 Ext. 3005
After 5pm EST or on weekends Please Call: (216) 392-9732


GEOGRAPHICAL SCOPE
SOURCE COMPANIES
GRS has an established database comprised of professionals to contact for referrals and to directly recruit

Established Network
GRS will continue to add new qualified professionals through systematic name gathering of source companies. GRS will also contact new contacts through referrals

Name Gather

GRS will compose a company confidential email detailing key points of the job to relevant industry professionals

Email Campaign

GRS will proactively search LinkedIn, Monster and Indeed for qualified professionals. We will also leverage our industry specific LinkedIn groups and post the position on our web site that attracts candidates in your specific niche.


Social Networking / Job Boards

Partnership Options
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

Compensation Package
Target Profile to Attract
Attractions to the Opportunity

Initial contact for telephone interview with prospective candidate

Step 1
Step 2
Request and Review Resume

Step 3
GRS will conduct an in depth interview to fully qualify the candidate for the position


Step 4
Review and narrow to a short list based on Motivation, Qualifications, Personality, Compensation & Intangibles

Step 5
GRS will arrange initial interviews with Doug & Ray

Step 6
GRS will arrange final interviews with Doug, Ray, & other management members

Base Salary:
$90,000 - $100,000
A team player with a strong positive attitude
Strong mechanical aptitude
Strong customer focused communication skills and a sales personality
Strong track record of growing a sales team and holding sales people accountable for results
Experience selling any mechanically engineered product can work, preferably pumps or compressors
Understanding of the MD/DC customer base
This is an ESOP organization
The ability to get quick decisions for customers and growth initiatives
Company is experiencing tremendous growth in recent years and has strong plans in place to continue this growth
Family culture where people care about each other and enjoy working together
Very strong product lines that are known in the market place as the premier lines
Very little turnover and there are a lot of people with long careers with the company
SALES/BRANCH MANAGER
Partnership Options
Priority Search #1
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%

Company Car/Car Allowance:
Incentive:
3 tier commission program + ESOP
$400/Month + Mileage (65% of IRS rate)
Realistic 1st Yr Earning Potential:
$115,000 - $130,000
Partnership Options
Priority Search #2
It becomes a top priority for our team
Flat fee of $30,000
Engagement fee of $10,000 for each individual position to begin the search
$10,000 due upon the individual starting
$10,000 due 30 days after the individual starts
Commitment allows us to put full resources into the search

Tate
Sherwood
Logan
DXP
Ingersoll
Rand
Hydro
Air
Motion
Industries
Pump & Power
Equipment
Sunsource
Full transcript