A publicly traded software company, which helps Fortune 1000 companies develop, deploy, and integrate software applications and deliver best-in-class solutions dedicated to interoperability, needed a Director of World Wide Licensing. We assisted the client in developing a target list of companies that we penetrated to ascertain potential candidates, finding their names, titles and telephone numbers. We identified 60 individuals. We contacted these prospects and assessed their qualifications as well as their interest in the position, generating 12 candidates. The client received our qualifications analysis on each of the individuals as well as their resume. We kept detailed records of what occurred on all calls with the 60 initial prospects as well as the 12 final candidates. From our research and pre-screening process, the client used our information to hire the optimal candidate. The project took us approximately 40 hours, and resulted in our client hiring the best possible candidate rather than the most available, for about a tenth of the average search fee. Back
The largest and most respected publicly traded distributor of industrial carbon, alloy, and specialty metals needed to fill several sales and management positions for a number of their 52 branch locations. They hired us to conduct research on industrial competitors in the areas surrounding all of their sales offices. We then submitted a competitor list to the Vice President, Human Resources to evaluate relevance and proprietary issues. After review, we conducted phone research on each target company to ascertain names, titles, and direct phone numbers of potential candidates for the client’s open positions. After the candidate list was perfected, we spoke with each potential candidate, and if interested, elicited their resume and sent them a position specification describing our client’s business and the available opportunities. Each remote location search took us approximately 20 hours and we provided 10 resumes of viable candidates per position along with salary histories, which resulted in several hires. Back
A $50 million global contract manufacturer of custom cable and electromechanical assemblies had an established Human Resources department that liked to do their own research and company presentations to potential candidates for open positions. The President of the company had also had bad experiences with executive recruiters and prohibited Human Resources from paying search fees. They hired us to develop target lists for all of their open salary positions, conduct phone research to develop prospects from the target companies, and then call each prospect and elicit their resume. On average, we would spend 20 hours per search, contact approximately 125 viable candidates and generate 25 resumes of qualified candidates for them to contact. The total cost was a fraction of executive search fees. Back