Executive Recruiting, Inc'

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Executive Recruiting, Inc.
Bringing together exceptional talent with
exceptional opportunities
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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.

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1. 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

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2. 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

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3. Search

• 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
  clients 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

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4. Debrief Candidate after Interview

• We will re-examine the candidates 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

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5. 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 Clients Request
• Professionally Release Unqualified Candidates

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6. Final Debriefing

• We then narrow the candidate list to the most
  qualified selections, who are then pre-closed and
  prepared to receive our clients 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

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7. 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

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8. Follow Through

• 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

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9. 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

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Your Account Manager Mark Martin

• MBA Marketing Program
• J. L. Kellogg Graduate School of Management at
  Northwestern
• Strong Client-Focused Relationship Background
• Over 10 Years in Search and Recruitment

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Mark 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

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Mark Martin

• 2000 Started Executive Recruiting
• Earned National Designation as CPC (Certified
  Personnel Consultant)

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Breadth of ERI Placements
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Breadth of ERI Placements
31 States and D.C.
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Conclusion

• Coast to Coast Search Firm
• Experienced and Committed to identifying and
  attracting the best available talent to our
  client companies in the Oil Gas Exploration
  Production and Retail industries
• Utilize All Potential Candidate Sources

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Executive Recruiting, Inc.

• Mark Martin
• President
• 201 Montglen Court
• Greenville, SC 29607
• [phone]
• [phone] (fax)
• mark_at_erigreenville.com