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Hills Industrial

by

GRS Recruiting

on 13 March 2018

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Transcript of Hills Industrial

Sales Engineer
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.
Sourcing
GRS will continue to add new qualified professionals through systematic name gathering of source companies and referrals. In addition, GRS will proactively search social media sites and job boards for qualified professionals to contact.
Spreading the Word
GRS will compose a company confidential email detailing key points of the job to relevant industry professionals. We will also leverage our industry specific LinkedIn groups, various social media channels, and post the position on our website to attract candidates in your specific niche.
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

3-5 years of Outside Sales experience, or an Applications Engineer with strong sales personality
Experience selling pumps
Knowledge of a distribution model
Strong mechanical aptitude/technical skills
Working knowledge of today's technology
Ability to adapt to and interact with customers at different levels
Compensation
Base Salary
$75,000 - $100,000

Commission/Bonus
Commission Plan and/or Performance Bonus

Estimated First Year Earnings
$100,000 - $110,000

Car/Expenses
Company Vehicle or Allowance
Attractions to the Opportunity

Growing company with energetic employees
Energetic ownership group
No corporate red tape/weekly reports
Ground floor opportunity with the Summit Line
Large impact, high visibility role
GRS Team
Geographical Scope
Target Companies
Geiger
Xylem
Eesco
Pump
Thompson
Pump
NH Yates
STH
Flowserve
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

Fluid Handling 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 Fluid Handling

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