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| Building America...One Placement at a Time | |||||||||||||||||
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INDEX SECTION I COMPANY INFORMATION SECTION II FOCUS & PHILOSOPHY SECTION III DEFINITIONS SECTION IV FEE�S SECTION V MISC. INFO & RETAINER AMOUNTS SECTION VI GEOGRAPHIC AREAS SECTION VII INDUSTRIES WE SERVE SECTION VIII POSITIONS WE FILL SECTION IX PERFORMANCE GUARANTEE SECTION X CANDIDATE GUARANTEE SECTION XI LAYMAN TERMS SECTION XII WHY WOULD YOU USE US ? SECTION XIII HANDS OFF POLICY SECTION XIV FAQ (FREQUENTLY ASKED QUESTIONS) SECTION I COMPANY INFORMATION S P G Consulting, is an executive search and consulting firm. We custom-tailor our search efforts to meet your specific needs, whether it is a designer, project manager on up through presidents and CEO's . Companies traditionally have three methods they use in finding employees: First, they look in their files, second who do they know and finally they will advertise. When those three methods fail to produce results they will usually lower their standards and settle for the best of what they have seen, not the best of what's out there. Top talent is rarely answering ads or actively looking. We use a unique process to identify and help you secure it, all without advertising. This process is as followed: Determine what your needs are. Conduct extensive research to identify at least 30-50 companies doing the same projects to include size and scope. Find out who the players are within those companies. Recruit those that meet the search criteria. Prescreen them on the basis of the search criteria. Do complete background checks to include degrees, PE's, etc. Present the most qualified candidate to you without disclosing your companies identity to the candidate or the positions salary range. After you decide to meet with one of our candidates we would let them know who your company is and relay the duties and responsibilities to confirm interest to both parties. Then we coordinate the meeting, and consult with you on the recruits needs and desires. Then follow up with him/her after the meeting and provide that information back to you. Address any concerns for both parties. Contact the spouse so they have a complete understanding of the opportunity. Pre-close the candidate on dollars to give you the upper hand in salary negotiations. After an offer is extended we explain why not to accept a counter offer. After the recruit is on board we follow up and again relay the feedback to you to assure a smooth transition. If necessary we will assist in relocation as well. As you can see this process is quite involved but very effective. SECTION II FOCUS & PHILOSOPHY To find the talent you are seeking that agree with your companies "Focus & Philosophy" in a confidential and timely manner and more importantly we want to treat our clients the way that we like to be treated. SECTION III DEFINITIONS Headhunters/Agency's/Search Firms: Openly advertise and recycle resumes, no hands off policy, will put unqualified candidates up on any assignment, not confidential, charge what they are worth, which is not much in our opinion. Specialize in what ever industry you happen to have a need in. They do have a quick turn around, even though the candidates are not qualified. Executive Search Firms: Professional, confidential, do not advertise, get paid whether the position gets filled or not, typically charge 33% with an open expense account. Specialize in certain industries. Average search competition runs about six months. Our Company: Took the best of both worlds to give you a professional, confidential, performance driven, source for top talent with a competitive fee. SECTION IV FEE'S Our fee is 30% of the first years base salary. Fees are due when one of our candidates reports to work. We do have several payment plans. If you elect to go this route the plan needs to be determined before we start an assignment. Unlike most firms we feel out-of-pocket expenses are just a way to drive up the fee. ( unless special conditions apply which would be determined before we accept an assignment )We handle our company's expenses and do not expect you to. On multiple hires we do have a discount in our fee, but only on retainer accounts. SECTION V MISC. INFORMATION & RETAINER AMOUNTS Annual searches....50-60 Type of searches: 57% are EST/PM 28% are above EST/PM 15% are under EST/PM Retainer amounts vary depending on the search criteria but will never exceed 1/3 of the estimated fee. Free relocation assistance SECTION VI GEOGRAPHIC AREAS WE COVER * United States * Canada * Mexico * SECTION VII INDUSTRIES WE COVER * Contracting * Architectural & Engineering * SECTION VIII POSITIONS WE FILL * CEO * Presidents * Vice Presidents * Operations Managers * Branch Managers * Division Managers * SR Project Managers * Project Managers * Project Engineers * Engineers * Chief Estimators * SR Estimators * Estimators * General Superintendents * Superintendents * Chief Designers * Designers * CFO * Legal Counsel * Sales Mangers & Business Development * Plant Managers * SECTION IX PERFORMANCE GUARANTEE If we accept your search we guarantee to submit three qualified candidates within the time frame specified ( 2 to 8 weeks ) or your retainer is refunded in full. No questions asked. By qualified we mean through your eyes and in your opinion qualified, not ours. Typically the first candidate will be surfaced within ten days. SECTION X CANDIDATE GUARANTEE We guarantee our candidates for one year unconditionally on retainer accounts. If for whatever reason a candidate leaves, gets fired, etc., within one year of reporting to work we will replace that individual at no additional cost. If we can not find three qualified candidates towards the replacement we will refund the fee on a pro rated basis. Example: If the fee was 10 k and he/she left after 6 months and we couldn't find three qualified candidates towards the replacement - we would refund 5k. After 3 months - 7.5 k would be refunded etc... SECTION XI LAYMAN TERMS For example if your company is a mid sized design/build contractor doing commercial and industrial projects in the 1 million to 5 million dollar range, with total volume around 30 million, using quickpen, primavera, and autocad then we would find 30 - 50 companies that are mid sized design/build contractors doing commercial and industrial projects in the 1 million to 5 million dollar range etc.... to target and find the talent you are seeking. Once we find them we find out what the motivations of each candidate are and their career goals and show them an opportunity that would match where they want to be career wise. If their hopes and aspirations can not be met where they currently are employed then they will be open to explore an opportunity. The difficult part is sometimes you have to dig deep enough to find out if their career goals will be met and if they won't then you have to make them understand that. We are not in the arm twisting business, nor do we steal people. We also do not falsify an opportunity just to get someone open to meeting with you. We present them with a confidential opportunity. If it's not a good fit for the candidate as well as your company, then in reality it's not good for anyone. SECTION XII WHY WOULD YOU USE US ? Our Guarantee * Confidential * Competitive fee * Professional * Efficient * Performance Driven * When your 3 ways of finding talent fail, we have 17 additional ways (without advertising ) * Hands off policy * Portion of our fee may be tax deducible under necessary business expense ( you will need to check with your tax advisor for specifics ) * Our no nonsense approach to doing business * SECTION XIII HANDS OFF POLICY When you become a client of SPG Consulting - we will never directly or indirectly recruit out of your firm in any way shape or form. This does not only pertain to the candidate we place, but any employee of your entire organization with no limitations to time. For example you do not have to use us on a yearly basis to constitute client status. Our policy is iron clad on this subject. In fact it is grounds for immediate dismissal from our firm if one of our employee's breaks this policy. SECTION XIV Frequently asked questions What�s the difference between directly recruiting & traditional recruiting? Traditional recruiting has always been to go the who do you know, third party, or referral trail. Direct recruiting means our that after our sourcing staff finds out who�s doing what, then our recruiting staff will go in and recruit them. They are not actively looking for a new job. This type of candidate is harder to attract, but if they do make a move they will make a greater commitment to the firm. How can you guarantee results.? We go out and actively find people instead of waiting for someone to surface or advertising and hoping we luck out. We go out and make it happen. What�s sourcing ? It�s when our staff goes into companies and gets the names & titles of what we are looking for. In the 1990�s it has become easier with the addition of voice mail directories and World Wide Web pages. As to the dialog we use � that would be a trade secret! Not all firms charge a retainer � why does SPG? It�s summed up in one word. COMMITMENT. If you�re serious about filling the position odds are, we will be successful in filling it. If your not committed enough to filling the position to pay a retainer than odds are it�s not that urgent of a need and you probably don�t need a firm such as ours anyway. Excluding A/E firms: Would you invest time & money in putting together a bid for a project that you knew for certain would never be built? Neither would we. Does SPG do any �Contingent� work ? Yes How many searches are retained Vs contingent ? 92% retained 8% contingent ( YTD ) Do you really refund retainers or is their some small print ? Yes and No Yes -we refund retainers without hassle. No, there is no small print. If we do not do what we say we are going to do, then we will refund the retainer. Period..No questions asked. What is your average pertaining to searches accepted to searches completed ? We have an unusually high success ratio of filling the searches we take. The search industry averages 50 to 55%. SPG averages 85%. Are you awarded every bid ? Even though we have a high ratio, as you can see it�s not 100%. We attribute this to , not only specializing in the construction industry, but also being rather selective as to who we take on as clients. Most search firms will work with whom ever will give them a search and have very little repeat business. Just like you � we strive for repeat clients. What does "SPG" stand for ? Strategic Placement Group. | ||||||||||||||||
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