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Gummi USA / Dellner Brakes

by

GRS Recruiting

on 3 October 2017

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Transcript of Gummi USA / Dellner Brakes

Gummi USA / Dellner Brakes
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 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 power transmission products; specifically brakes, clutches, or couplings is ideal
Calling on mining, marine, or oil & gas markets
High mechanical aptitude
Highly motivated individual with a hunter mentality
Strong sales personality with honesty and integrity
Ability to travel overnight 50% or more
Compensation


First Year Earnings
$50,000 - $100,000


Car/Expenses
Company Car
Attractions to the Opportunity

Well-established company with strong product lines
Loyal customer base
Global company, strong backing from Dellner in Europe
Investing in the U.S. marektplace
Growth and advancement opportunities available as the company grows in the U.S.
No red tape with the ability to make quick decisions
Strong benefits package
GRS Team
Geographical Scope
Target Companies
Altra
Industrial
Twin Disc
Lovejoy
Rexnord
Eaton
Airflex
KTR
American
Clutch
Motion
Industries
Warner
Electric
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

Team Leader:
Heather Goldberg
20 Years at GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Power Transmission

Power Transmission Specialist:
Andy Marsh
Primary point of contact and search leader. 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 at GRS
Full transcript