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Flow-Tech

by

GRS Recruiting

on 6 July 2017

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Transcript of Flow-Tech

Flow-Tech
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%
Target Profile
Previous outside sales experience
Experience selling analytical or process instrumentation preferred, would consider other engineered products
Knowledge of a value-added sales process
Technical or engineering background
Strong electromechanical aptitude
Strong communication skills
Detail oriented and well organized
Experience working with a CRM
Compensation
First Year Guarantee
$80,000 - $110,000+

After Guarantee Period
Draw Against Commission
Based on 35% gross margin

Car/Expenses
Mileage - .45/Mile
Attractions to the Opportunity
Long-term opportunity for an equity position
No micromanagement or red tape
Flexible environment
Encourage employees to bring new ideas to the table
Very little reporting requirements
GRS Team
Geographical Scope
Target Companies
Emerson
Proconex
Wolseley Industrial
Eastern
Controls
Swagelok
Honeywell
Johnson
Controls
Harrington
Industrial
Ryan Herco
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

Process Control Team Leader:
John Rachel
Primary point of contact and search leader
12 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Process Control

Associate Recruiter:
Austin Cordova
Support in identifying and making initial contact with potential candidates
1 Year with 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