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Atos

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by

GRS Recruiting

on 13 March 2014

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Transcript of Atos

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:
Jordan Heylock jheylock@grsrecruiting.com
(440) 684-6150 Ext. 3030
After 5pm EST or on weekends Please Call: (216) 400-4147

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 for telephone interview with prospective candidate

Step 1
Step 2
Request and Review Resume

Step 3
GRS will conduct an in depth interview to fully 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 Bob

Step 6
GRS will arrange final interviews with Marco and Giovanni

Technical understanding of Fluid Power products
Must be comfortable dealing directly with engineers in a value added sales approach
Proven track record of sales growth
Ability to work independently
Understanding of direct sales channel
Strong communication skills both with the customer and parent company
Ability to travel 50% overnight
Exciting fast paced work environment
Opportunity to call on interesting applications
Very technical role
Solid growth plan for the US market
Opportunity to join a company that is growing aggressively in the US
Niche product lines
3 OUTSIDE SALES
Partnership Options
Priority Search #1
It becomes a top priority for our team
Reduced fee of 25% 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 25%

Realistic 1st Yr Earning Potential:
1099 format
$100,000-$120,000
Travel and Health Insurance Expense is the responsibility of the employee
Partnership Options
Priority Search #2
(Begin 2 or more searches)
Flat fee of $21,000
Engagement fee of $7,000 for each search
$14,000 due upon start date
Commitment allows us to put full resources into the search

Hydac
Hydraquip
Bucher
Eaton
Sunsource
Bosch
Rexroth
Womack
Poclain
Full transcript