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Wika Instrument

by

GRS Recruiting

on 31 January 2017

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Transcript of Wika Instrument

Wika Instrument
Territory Sales Manager - Northern Ohio & Philadelphia
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 $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
5 years minimum of outside sales experience
Experience selling process instrumentation, control valves, or automation products
Familiar with process environments such as refineries and chemical plants
Selling direct to end users
Strong problem solving and value added sales skills
Ability to interact with process engineers, E&I groups, and plant reliablity engineers
Someone who can roll up their sleeves, isn't afraid to get dirty in process environments, and wear a hard hat and steel toe boots
Compensation
Base Salary
$80,000 - $100,000

Commission/Bonus
Commission paid monthly on individual sales volume
Annual bonus based on company performance

Estimated First Year Earnings
$125,000.00 (75% Base/25% Commission)

Car/Expenses
Company Car
Attractions to the Opportunity
Balance of a strong corporate culture with a family oriented environment
Management is very transparent with employees
Company does everything they can to support the success of their employees
Currently transitioning the focus from commodity sales to solution based sales
Company is investing heavily in sales & marketing training
Management is hands off with no micromanagement
Process Control Team Leader:
John Rachel
Primary point of contact and search leader
11 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Process Control

Project Coordinator:
Michael Pakenham
Support in identifying and making initial contact with potential candidates
2 Year at GRS
Actively working closely with the Team Leader to identify the right type of candidates

President:
Mike Lee
Provide overall search plan and candidate closing support
18 years with GRS
Previous experience in a Team Lead role within all GRS niche industries
GRS Team
Geographical Scope
Target Companies
Rosemount
Yokogawa
Endress
Hauser
Eastern
Controls
Proconex
SW Controls
Gilson
Engineering
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

ABB
FCX
Performance
Full transcript