Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Fagor Automation

by

GRS Recruiting

on 20 July 2016

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Fagor Automation

Fagor Automation
Outside Sales
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 $10,000 for each individual position to begin the search

Commitment allows us to put full resources into the search

$10,000 engagement fee applied toward the 27%
Target Profile
Experience selling motors, drives, CNC products, and other automation equipment
Person must possess a strong electrical and mechanical aptitude
Calling on aerospace,medical markets, and the machine tool industry is a plus
Proven track record of growing a sales territory
Willingness to travel overnight

Compensation
Total Package
$75,000 - $90,000
70% Salary
30% Incentive

Car/Expenses
Car Allowance or Mileage

Attractions to the Opportunity
Long average tenure at the company
Team oriented atmosphere
Stable organization
Strong financial backing
Cutting edge technology
Good work life balance
Small company feel within a large organization
High impact role within the company
Motion Control Team Leader:
Matt Loczi
Primary point of contact and search leader
8 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Process Control

Project Coordinator:
Andy Marsh
Support in identifying and making initial contact with potential candidates
4 Years at GRS
Actively working closely with the Team Leader to identify the right type of candidates

Vice President:
Heather Goldberg
19 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power/Power Transmission
GRS Team
Geographical Scope
Target Companies
Mitsubishi
Fanuc
Omron
Baldor/ABB
Rockwell
Yaskawa
All Control
Minarik
CMA
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
Full transcript