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Shaltz Automation

by

GRS Recruiting

on 2 November 2016

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Transcript of Shaltz Automation

Shaltz Automation
Sales Manager
Evaluation Stage
Planning and
Research Stage

Recruitment Stage
Candidate Starts
Post Placement

Qualification Stage
Interviewing Process
Commitment Stage
500+ ICONS FROM PREZI "INSERT" MENU
Established Network
GRS has an established database comprised of professionals to contact for referrals and to directly recruit.
Name Gather
GRS will continue to add new qualified professionals through systematic name gathering of source companies. GRS will also contact new contacts through referrals.
Social Networking & Job Boards
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.
Email Campaign
GRS will compose a company confidential email detailing key points of the job to relevant industry professionals
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 $10,000 to begin executive level search and $5,000 to begin Sales level search

Commitment allows us to put full resources into the search

$10,000 or $5,000 engagement fee applied toward the 27%
Target Profile
Must have experience with automation or motion control products
Ideally experience with robotics, servos, drives, controllers, motors, or PLCs
Experience with a value added sales process
Technical, hands-on experience
Driven, aggressive individual
Someone who wants to make an impact
Strong entrepenurial spirit
Strong leadership qualities
Compensation
Base Salary
$150,000 target

Commission/Bonus

Car/Expenses

Attractions to the Opportunity
Privately held organization
Low turnover rate
Ability to make quick decisions
Opportunity to make a big impact on the growth of the company
Strong line card
Strong support system
Passionate company
Fluid Power Team Leader:
Heather Goldberg
Primary point of contact and search leader
19 Years with 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
4 Years at GRS
Actively working closely with the Team Leader to identify the right type of candidates

Motion Control Team Leader:
Matt Loczi
Primary point of contact and search leader
8 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Process Control
GRS Team
Geographical Scope
Target Companies
HH Barnum
Morrell
Electro-matic
BEHCO
Parker
De-Sta-Co
Mitsubishi
Omron
McNaughton-McKay
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
Full transcript