Executive Recruiting, Inc.Executive Recruiting, Inc.

Bringing together exceptional talent with exceptional opportunitiesBringing together exceptional talent with exceptional opportunities

Executive Recruiting consistently finds and recruits the top

performers for two good reasons:

Executive Recruiting consistently finds and recruits the top

performers for two good reasons:

1. We specialize in placing professional, managerial, and

executive people of accomplishment and expertise.

2. Our search process has been refined and updated to

keep pace with both the current candidate market and

the available technology. The heart of the process is the

development of a customized recruitment plan that fits

the client's needs. We adhere to a nine step process.

1. We specialize in placing professional, managerial, and

executive people of accomplishment and expertise.

2. Our search process has been refined and updated to

keep pace with both the current candidate market and

the available technology. The heart of the process is the

development of a customized recruitment plan that fits

the client's needs. We adhere to a nine step process.

1. Assessment of Client Situation1. Assessment of Client Situation First, we learn about the client's corporate culture and short and

long-term goals. Next, we define the scope of the assignment and

work with the client to create profiles of the positions to be filled.

Company Background and Overview

Company Culture

Position Descriptions and Locations

Products and Services

Compensation Analysis

First, we learn about the client's corporate culture and short and

long-term goals. Next, we define the scope of the assignment and

work with the client to create profiles of the positions to be filled.

Company Background and Overview

Company Culture

Position Descriptions and Locations

Products and Services

Compensation Analysis

2. Strategy for Client2. Strategy for Client

Using all the resources at our disposal, including

competitor information, sources within the industry,

confidential referrals, Internet and internal databases, we

surface potential candidates.

Candidate Presentation Format

Schedules and Deadlines

Status Reports

Using all the resources at our disposal, including

competitor information, sources within the industry,

confidential referrals, Internet and internal databases, we

surface potential candidates.

Candidate Presentation Format

Schedules and Deadlines

Status Reports

3. Search3. SearchActing as a staffing partner to our clients, we contact potential job candidates and outline the job specifications, present the opportunities, responsibilities, benefits and advancement possibilities the client offers. We closely check the candidates' qualifications against the client’s profile.

Source and Recruit

Contact and Make Presentation to Candidates

Profile Candidates (Customized Profile)

Recruit Qualified Candidates and Pre-close

Present Overviews to Client & Arrange Interviews

Acting as a staffing partner to our clients, we contact potential job candidates and outline the job specifications, present the opportunities, responsibilities, benefits and advancement possibilities the client offers. We closely check the candidates' qualifications against the client’s profile.

Source and Recruit

Contact and Make Presentation to Candidates

Profile Candidates (Customized Profile)

Recruit Qualified Candidates and Pre-close

Present Overviews to Client & Arrange Interviews

4. Debrief Candidate after Interview

4. Debrief Candidate after Interview

We will re-examine the candidate’s commitment and

interest in the opportunity. We will address with the client

any new or lingering candidate concerns.

Re-qualify Commitment

Pre-Close on Compensation

Cover Counter Offer Strategies

We will re-examine the candidate’s commitment and

interest in the opportunity. We will address with the client

any new or lingering candidate concerns.

Re-qualify Commitment

Pre-Close on Compensation

Cover Counter Offer Strategies

5. Debrief Client and Arrange Final Interviews5. Debrief Client and Arrange Final Interviews

We will assist the client in scheduling and monitoring the

interview process. After the interview, we continue our role as

staffing partner, analyzing the results in terms of commitment,

offer, feedback, and follow-up.

Prepare to Have All Issues and Concerns

Addressed

Check References at Client’s Request

Professionally Release Unqualified Candidates

We will assist the client in scheduling and monitoring the

interview process. After the interview, we continue our role as

staffing partner, analyzing the results in terms of commitment,

offer, feedback, and follow-up.

Prepare to Have All Issues and Concerns

Addressed

Check References at Client’s Request

Professionally Release Unqualified Candidates

6. Final Debriefing6. Final Debriefing

We then narrow the candidate list to the most

qualified selections, who are then pre-closed and

prepared to receive our client’s offer.

Release Candidates Client Does Not

Wish to Pursue

Prepare and Strategize Offer With Client

Pre-close Candidate Again on

Acceptance Level and Start Date

We then narrow the candidate list to the most

qualified selections, who are then pre-closed and

prepared to receive our client’s offer.

Release Candidates Client Does Not

Wish to Pursue

Prepare and Strategize Offer With Client

Pre-close Candidate Again on

Acceptance Level and Start Date

7. Confirm Offer and Start Date7. Confirm Offer and Start Date

We will assist the client in scheduling and monitoring

the interview process. After the interview, we continue

our role as staffing partner, analyzing the results in

terms of commitment, offer, feedback, follow-up and

other considerations.

Deliver Written Offer to Candidate from Client

Gain Formal Acceptance from Candidate

Final Briefing with Candidate Before Resignation

Interview

We will assist the client in scheduling and monitoring

the interview process. After the interview, we continue

our role as staffing partner, analyzing the results in

terms of commitment, offer, feedback, follow-up and

other considerations.

Deliver Written Offer to Candidate from Client

Gain Formal Acceptance from Candidate

Final Briefing with Candidate Before Resignation

Interview

8. Follow Through8. Follow ThroughOnce the candidate has resigned, we help maintain

the momentum to keep everyone on track through

start date.

Stay In Touch with Candidate through

Start Date

If Possible, Have Client Get New Hire

Involved with Strategic Planning

Verify Orientation Plan

Once the candidate has resigned, we help maintain

the momentum to keep everyone on track through

start date.

Stay In Touch with Candidate through

Start Date

If Possible, Have Client Get New Hire

Involved with Strategic Planning

Verify Orientation Plan

9. Final Feedback Session9. Final Feedback Session

Even after the candidate has agreed to the offer and

has started working, we maintain close

communication to ensure that both the client and

the candidate are satisfied.

Congratulations

Thank You

30, 60, and 90 day Candidate follow up

Even after the candidate has agreed to the offer and

has started working, we maintain close

communication to ensure that both the client and

the candidate are satisfied.

Congratulations

Thank You

30, 60, and 90 day Candidate follow up

Your Account Manager Mark Martin

Your Account Manager Mark Martin

MBA Marketing ProgramJ. L. Kellogg Graduate School of

Management at Northwestern

Strong Client-Focused Relationship Background

Over 17 Years in Search and Recruitment

MBA Marketing ProgramJ. L. Kellogg Graduate School of

Management at Northwestern

Strong Client-Focused Relationship Background

Over 17 Years in Search and Recruitment

Mark MartinMark Martin

1996 – Sales Consultants of Oak Brook

1996 – Midwest Rookie of the Year

1997 – Midwest Account Executive of

the Year

1998 – National Top Ten (#4)

1998 – Earned CSAM Designation

1999 – Regional Top Five

1996 – Sales Consultants of Oak Brook

1996 – Midwest Rookie of the Year

1997 – Midwest Account Executive of

the Year

1998 – National Top Ten (#4)

1998 – Earned CSAM Designation

1999 – Regional Top Five

Mark MartinMark Martin

2000 – Started Executive Recruiting

Earned National Designation as CPC (Certified Personnel Consultant)

2000 – Started Executive Recruiting

Earned National Designation as CPC (Certified Personnel Consultant)

Breadth of ERI PlacementsBreadth of ERI Placements

Breadth of ERI PlacementsBreadth of ERI Placements

31 States and D.C. 31 States and D.C.

ConclusionConclusion

Coast to Coast Search Firm

Experienced and Committed to Client Satisfaction

Utilize All Potential Candidate Sources

Coast to Coast Search Firm

Experienced and Committed to Client Satisfaction

Utilize All Potential Candidate Sources

Executive Recruiting, Inc.Executive Recruiting, Inc.Mark Martin

President

44 Appian Circle

Simpsonville, SC 29607

(864) 329-1858

(864) 752-1758 (fax)

mark@erigreenville.com

Mark Martin

President

44 Appian Circle

Simpsonville, SC 29607

(864) 329-1858

(864) 752-1758 (fax)

mark@erigreenville.com