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Womack

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GRS Recruiting

on 22 October 2014

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Transcript of Womack

photo credit Nasa / Goddard Space Flight Center / Reto Stöckli
EVALUATION
STAGE

COMMITMENT
STAGE

PLANNING AND
RESEARCH
STAGE

RECRUITMENT
STAGE

QUALIFICATION
STAGE

INTERVIEW
STAGE

PREPARATION/
DEBRIEF

OFFER STAGE
REFERENCE/
BACKGROUND
CHECKING

RESIGNATION/
START

POST
PLACEMENT
STAGE

GRS TEAM
Team Lead:

Heather Goldberg hgoldberg@grsrecruiting.com
(440) 684-6150 Ext. 3010
After 5pm EST or on weekends Please Call: (216) 906-5434

Project Coordinator/Project Team:
Andy Marsh amarsh@grsrecruiting.com
(440) 684-6150 Ext. 3027
After 5pm EST or on weekends Please Call: (440) 319-8393

Planning and Offer Support:
Mike Lee – President mlee@grsrecruiting.com
(440) 684-6150 Ext. 3005
After 5pm EST or on weekends Please Call: (216) 392-9732


GEOGRAPHICAL SCOPE
SOURCE COMPANIES
GRS has an established database comprised of professionals to contact for referrals and to directly recruit

Established Network
GRS will continue to add new qualified professionals through systematic name gathering of source companies. GRS will also contact new contacts through referrals

Name Gather

GRS will compose a company confidential email detailing key points of the job to relevant industry professionals

Email Campaign

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.


Social Networking / Job Boards

Partnership Options
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

Compensation Package
Target Profile to Attract
Attractions to the Opportunity

Initial contact with employed prospective candidates to determine motivations to make a change

Step 1
Step 2
Resume Development
and Review
Step 3
GRS will conduct an in depth interview to further qualify the candidate for the position


Step 4
Review and narrow to a short list based on Motivation, Qualifications, Personality, Compensation & Intangibles

Step 5
GRS will arrange initial interviews with the hiring manager to determine fit and sell the candidate on the opportunity

Step 6
GRS will arrange final interviews with the area management team

Pay:
100% Commission or 100% Salary - Flexible
Amount dependent on territory and experience
5+ years of experience selling in an industrial distribution environment
Hydraulic, pneumatic, automation, motion control products or related products
Someone who can specify solutions and take part in a value added sales process
Ability to think outside the box
Proven track record in sales
Self motivated and driven
Very strong product lines that are known in the market place as the premier lines
Company invests heavily into training and development of employees
This company and its products are very well known and there is a strong positive reputation
Strong belief in giving back to the community
Ability to grow a career with the company
OUTSIDE SALES

Company Car/Car Allowance:
Reimbursement for mileage - 85% of IRS rate
Power Transmission
Fluid Power
Process Control
Fluid Handling
Fluid Accessories
Hydraquip
Sunsource
Applied Industrial
Motion Industries
Lewis Goetz
Eriks
Odessa Pump
DXP
Motion Control
Integrated Control Technologies
GEA
Puffer Sweiven
AWC
Full transcript