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Webtec

by

GRS Recruiting

on 13 November 2017

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Transcript of Webtec

Webtec
Senior VP of Business Development
North & Central America
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.
Priority Search
It becomes a top priority for our team

Fee based on an estimate of the candidate’s first year earnings at 30%

Engagement fee of $10,000 to begin the search

Commitment allows us to put full resources into the search

$10,000 engagement fee applied toward the 30%
Flat Fee Search
It becomes a top priority for our team

Flat fee of $40,500

Engagement fee of $13,500 to begin the search

$13,500 due upon the first face to face interviews

$13,500 due upon start date

Commitment allows us to put full resources into the search
Target Profile
Understanding of Fluid Power products
High technical aptitude
4 year degree is required, preferably engineering or business
High level experience within the Mobile Marketplace
Must have strong leadership/management experience
Cultural sensitivity, ability to sell globally
Ability to travel overnight as needed
Compensation


Estimated compensation $140,000 to $170,000
Plus car/expenses


Attractions to the Opportunity
High likelihood of career advancement
Plans in place for growth in the US
High impact and visible role where someone can shape the company and influence where they're going
Ability to make decisions quickly
Niche product with a good reputation in the industry
GRS Team
Geographical Scope
Target Companies
HED
Oilgear
HydraForce
Poclain
Husco
API Heat Transfer
Parker
Eaton
Sauer
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 Power Team Leader:
Heather Goldberg
Primary point of contact and search leader
20 Years at GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power

Project Coordinator:
Andy Marsh
Support in identifying and making initial contact with potential candidates
5 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