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Ideal Supply

by

GRS Recruiting

on 26 July 2017

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Transcript of Ideal Supply

Outside Sales
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.
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 $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%
Flat Fee Search
It becomes a top priority for our team

Flat fee of $21,000

Engagement fee of $7,000 for each individual position to begin the search

$7,000 due upon the individual starting

$7,000 due 30 days after the individual starts

Commitment allows us to put full resources into the search
Target Profile
Genuine salesperson who can sell on value and build relationships
Experience selling PVF or HVAC products into a similar customer base is ideal
Hunter mentality
Dedicated, career-minded individual that will put in the time and effort
Compensation
Base Salary
$50,000 - $60,000

Commission/Bonus
Monthly Commission + Bonus
Up to 8% of GP

Car/Expenses
$650/Month
Attractions to the Opportunity
Small, privately owned company
Flexible to customer needs
Customer service is second to none
Reputable line card
Growing organization; quadrupled in the past 25 years
Large customers that have been with the company for 40+ years
Tight knit, family oriented culture
GRS Team
Geographical Scope
Target Companies
FW Webb
Ferguson
Blackman
Motion
Industries
Fastenal
CED
Winsupply
Swagelok
AF Supply
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

HVAC Team Leader:
Joe Bertolami
Primary point of contact and search leader
14 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within HVAC

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 with GRS
Full transcript