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Cline Hose & Hydraulics

by

GRS Recruiting

on 3 August 2017

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Transcript of Cline Hose & Hydraulics

Outside Sales
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
Experience selling hydraulic hose and fittings or repair is ideal
Strong mechanical aptitude
Understanding of industrial sales
Driver that can go find business
Hunter mentality
Strong relationship skills
Ability to sell at all levels
Compensation


Estimated First Year Earnings
$60,000-$100,000


Attractions to the Opportunity
Ability to make a direct impact
Small, family oriented company
Strong team culture
Non-bureaucratic environment
No red tape; this individual can get decisions quickly and put new ideas into action
Advancent and growth opportunities
GRS Team
Geographical Scope
Target Companies
Hydradyne
Applied
Industrial
Motion
Industries
Gates
Eriks
Fastenal
SunSource
Livingston &
Haven
Barker Air
& Hydraulics
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 Power Team Leader:
Heather Goldberg
Primary point of contact and search leader
19 Years at GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power

Project Coordinator:
Andy Marsh
Support in identifying and making initial contact with potential candidates
5 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
Cline Hose
Full transcript