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GRS Recruiting

on 25 August 2016

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Transcript of Simatec

Northeast Regional 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
Initial contact to determine qualifications and willingness to pursue a new opportunity.
Request and Review resume internally.
Priority Search #1
Top priority for our team

Reduced fee of 30% of first year earnings

Engagement fee of $5,000 to begin the search

Commitment allows us to put full resources into the search

$5,000 engagement fee applied toward the 30%
Priority Search #2
Flat Fee Search
Top priority for our team

Flat fee of $24,000

Engagement fee of $8,000 to begin the search

$8,000 due at first interviews

$8,000 due when the individual starts

Commitment allows us to put full resources into the search
Target Profile
Experience selling Power Transmission or Lubricant products
Proven track record of growing a territory
Ability to work autonomously
Strong knowledge of the manfuacturer and distributor relationship
Must have a strong mechanical aptitude
Ability to travel overnight 50%

Base Salary
5% of Total Sales
Estimated first year compensation
Mileage Program - 54 cents/mile
Attractions to the Opportunity
Opportunity to be in on the ground floor of a growing company
Uncapped compensation
Strong competitive products
Diverse industries and account base
Strong potential for automated lubricators in the marketplace
Very visible, high impact role in the organization
Growth opportunity internally

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

Fluid Power/Power Transmission Team Leader:
Heather Goldberg
19 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power/Power Transmission

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
GRS Team
Geographical Scope
Target Companies
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