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Transcript of Fagor Automation
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GRS has an established database comprised of professionals to contact for referrals and to directly recruit.
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.
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
Initial contact to determine qualifications and willingness to pursue a new opportunity.
Request and Review resume internally.
No money up front to begin the search
Fee based on an estimate of the candidate’s first year earnings
30% of that amount
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%
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
$75,000 - $90,000
Car Allowance or Mileage
Attractions to the Opportunity
Long average tenure at the company
Team oriented atmosphere
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:
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
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
19 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power/Power Transmission
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