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JDP Automation


GRS Recruiting

on 9 August 2016

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Transcript of JDP Automation

JDP Automation
Director of Sales & Marketing
Evaluation Stage
"If you don't have confidence in the diagnosis, you won't have confidence in the prescription."
~Stephen Covey
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
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
Strong mechanical and/or electrical aptitude
Background selling technical products to manufacturing and industrial environments
Succesful track record of sales growth
Strong sales experience along with the ability to develop a team underneath them
Understanding of marketing and how to develop and implement a business plan
Must be passionate about sales and growing a business

Base Salary

Percentage of Sales

Company Car
Attractions to the Opportunity
Ground floor opportunity to be a key part of growing a business
Autonomous role
Highly visible role
Strong reputation
Opportunity to advance, and lead a team
Ability to work directly with decision makers to get things done
Search Director/Vice President
Heather Goldberg
19 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power & Automation

Motion Control Team Leader
Matt Loczi
8 years at GRS
Primary point of contact during the search
Support in identifying and making initial contact with potential candidates
Focus in placing Sales and Sales Management professionals within the Automation and Motion Control markets

Project Coordinator:
Andy Marsh
3 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power/Power Transmission/Automation
Actively work with Team Leader to identify new candidates and make inital contact
GRS Team
Geographical Scope
Target Companies
Integrated Tech
PCI Electric
Air Automation
Baldwin Supply
Fluid Power
Dakota Supply Group
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