Building Winning Teams

Building Relationships with Executive Search Firms

for

Building Relationships with Executive Search Firms

for

Weiner & Associates, Inc.

Executive Search Partners

Weiner & Associates, Inc.

Executive Search Partners

Duke University’s Fuqua School of Business

Table of Contents

Table of Contents

Topic Page

Search Firm - Building Client Relationships 4

Search Strategy 5

Decision Framework 6

Where You Will Be Found 7

Search Industry Databases 8

Interacting with Search Firms 9-13

Executive Qualities 14

Table of Contents

Table of Contents

Paula Weiner © 2009 Page 3

Topic Page

References – Red Flags 15

Reference Questions 16

How Search Executives Contribute to Your Career 17

The Future of Search 18

Our Services 19

Bio’s 20-22

Selected Clients 23-26

Search Firm

Building Client Relationships

Search Firm

Building Client Relationships

• Leadership/ Culture /Strategy

• Compensation Structure

In-Depth Knowledge of

• Increases Dramatically

• Able to Prepare for Critical Roles in Advance

Speed to Hire

• Highly Competitive Talent Grows

Ability to Attract

• Supporting Your Objectives

• Know What Attracts Candidates

Employee Diversity

• Best Target Companies – Senior Team History

• We Provide On Boarding Support

Successful Transitions

• Support and Protect with New Hires

• Build Understanding of Industry Challenges

Competitive Strengths

Search Strategy

Search Strategy

Paula Weiner © 2009 Page 5

• Training Companies/ Key Competitors/

• Top Performers/ High Growth/ New Business Models

Target Companies

• Consultants / Agencies/ Accountants/ Lawyers/ PE, VC’s

• Media / Wall Street/ Software Providers/ Distributors

Key Contacts

• Industry Associations/ Minority Organizations

• Education/ Publications/ Conferences

Supporting

Organizations

• Linked In / Plaxo/ Facebook

• Twitter/ MySpace/ Doostang

Social Networks

• Schools/ Associations/ Publications

Hiring Company

Decision Framework

Hiring Company

Decision Framework

Start with a Broad Perspective:

Strategic View

Competitive Dynamics

Leading-Edge Talent

What are the:

Smartest People – Thinking

Highest Impact - Actions

Top Performers - Doing

Current Day-to-Day Realities:

Government Regulation

Distribution Structure

Research & Development

Consumer Sensitivities

What are the Hot Topics?

Technology

Wall Street / Investment Resources

Human Capital Development

Global Business Environment

Best

Candidate

To Hire

Where Will You Be Found?

Where Will You Be Found?

Our Data Base

Target Companies Established Relationships Similar Searches

Alumni Organizations

Job Hunting /

Networking Groups

Business Information

Resources

Specialty Groups

Industry Association

Media

Clubs

Internet Research

Government

Organizations

Regulators Elected Officials Chamber of Commerce

Social Networking

Sites

Linked In Face Book

Charities

Arts / Community Health: Disease/

Provider

Building Winning Teams

Search Industry Databases

Search Industry Databases

Relationships

• You’ve Been Recommended

• You’ve Recommend Others

Previous Searches

• Similar Function & Industry

• Similar Stage of Development

• Region

Targets

• Companies

• Associations

• Education

Codes

• Industry & Function

• Management Level

• Education / Languages

• Locations

How We Find

Interacting with Search Firms

Interacting with Search Firms

Paula Weiner © 2009 Page 9

Retained

Executive

Search

Firm

Respond to

Calls /

Emails

Meet Us as

a Candidate

Recommend

Candidates

Be a

Reference

Refer

Business

Industry &

Company

A Retained Search Executive’s

Daily Activities

A Retained Search Executive’s

Daily Activities

Building Winning Teams

• 13 Associates

-Candidate

Development

• Researcher

• Assistant

• 1-5 Contacts Per

Client

• 1-5 calls per Week

Each

• 1-10 Meetings per

Month for Live

Searches

• 3-5 Development

Meetings

• 5-15 Searches

• 25-150 Active

Candidates

Active

Searches

New Business

Development

Office

Management

Client

Candidate Development

Candidate Development

Building Winning Teams

Paula Weiner © 2009 Page 11

Phone Calls

Sourcing

Direct

Contact

Broader

Contacts

Emails

Advertising

Timing

Initial Call

5 to 10 min

Scheduled

Call

½ to 1 Hour

Video or

In-person

Interview

Selecting the

Top Talent

Meet the

Specs

Results &

Cultural Fit

Structural

Fit

The Competition

Who Else is a Candidate?

The Competition

Who Else is a Candidate?

Who Does the Company Want to Hire?

Background of current employees

Proven Success - Companies/ Training/

Performance

What are the Must Haves?

What does the Human Competitive

Landscape look like?

Why is company making an outside hire?

Growth/ Upgrading Talent/ Performance

Challenges

What are your strengths and

vulnerabilities?

What do you offer that is exceptional or

unique?

Culture Fit

Performance History

How close is the win likely to be?

Level of Interest in the Company

Quality of the Candidates Overall

Being the Best

Candidate

Candidate Sequence

Candidate Sequence

Paula Weiner © 2009 Page 13

Winning

Candidate

1

_{to 5}

Experience

with Hiring

Manager

Relationship

with

Company

Competitors

Need to Hire

Decision

Team

Executive Qualities

Understanding Human Potential

Executive Qualities

Understanding Human Potential

Possibilities

Vision/Listen

Voice

Breadth

Passion

Instincts

Delivery

References

References

Considerations

Red Flags

•

Length of Time Worked Together

•

Responsiveness – Return the Call

•

How Well Does This Person Know You?

•

How Articulate Are They?

•

How Would This Person Be Viewed as a

Candidate or Business Leader?

•

Does This Person Know the Company You’re

Interviewing with?

•

References are from earlier in career

•

No one from current company or situation

•

Non-Business: Family Friends/ Teachers /

Spiritual Leaders / Politicians

•

Part of 360 degree is missing

•

Comments are weak positives

•

Straight forward concerns

Building Winning Teams

References

What Questions Will Be Asked?

References

What Questions Will Be Asked?

The Conversation:

•

General Overview Comments :

–

What Capacity Did You Work

together?

–

Length of Time?

–

How well do you know the

Candidate?

•

Performance / Results - Specific Examples

•

Leadership / Management Style

–

By virtue of Personality/

Intelligence/ Positive Energy

•

Knowledge / Expertise

•

What is this Person’s Legacy

•

Relationships – Above; Lateral; Reports

•

Fit – Cultural / The Job / The Company /

The Industry

•

Issues / Areas for Growth

•

What Advice Would You Give the Hiring

Manager? The Candidate?

What We’re Looking For:

•

What are we looking for?

–

Consistencies / Inconsistencies

–

Responsiveness

–

Ability to Articulate Who You Are

–

The Public Conversation - Common

Phrases and Comments

•

What Issues May Cause a Problem?

–

Lies

–

Employment / Performance Issues

–

Education Credential Issues

–

Family Friend Relative

–

In-accurate Information

–

Employment Dates

–

People Difficult to Get on the phone

•

Background Check

–

Drug; Financial; Prison Record;

Marriage/ Divorce; Credit Check;

Finger Printing; Physical

How a Search Executive May

Contribute to Your Career

How a Search Executive May

Contribute to Your Career

Paula Weiner © 2009 Page 17

Making Strong

Moves

Corporate

Cultures

Knowledge of

Executive

Backgrounds

Feedback on

How Competitive

You Are

Negotiating and

Evaluating an

Offer

Career Paths in

Certain

Companies &

Industries

How a Specific

Position Will

Affect Your

Career

Companies to

Avoid

Leading-Edge

Thinking and

Actions

Industry

Leaders

•Designed for

Fast Results

•Stronger

Partnerships

•Work Teams

•Commissions

Faster Results

•8 Weeks

•Video Interviews

•Prepared to

Decide

Information

Availability

•Candidate

Profiles

•Company

Performance

•User Generated

Content

Large Companies

•Internal Executive

Search Teams

•Improved Planning

•Improved Candidate

Knowledge

Company

Structure

In-House

Speed

Technology

Executive Search Industry

The Future

Our Services

Our Services

Building Winning Teams

Paula Weiner © 2009 Page 19

Retained Executive Search

• Consumer Driven Businesses

• All Functional Areas

Seminars Supporting Your Career Transition

• Providing Insights and Guidance for Those Exploring What’s Next

Career Coach

• Career and Search Strategy

• Interview Preparation

Please Call or Email & Visit Our Website (soon)

• 212-988-3507

Paula Weiner, President

Paula Weiner, President

Building Winning Teams

Paula is an accomplished retained search professional with eighteen years industry

experience. Before beginning her own firm, She was a top performer at Johnson, Smith & Knisely and Ward Howell, when they were purchased by Monster Worldwide. In addition, Paula worked with high quality New York boutique search firms including D.S. Wolf Associates and Gould McCoy.

She possesses a significant track record of successfully placing senior executives in a broad range of functional areas. Her clients include Internet and E-Commerce firms, Healthcare companies, leading Consumer Packaged Goods firms, Health & Beauty Care manufacturers, Cable Networks and Service Providers, Entrepreneurial Ventures, Information companies and Financial Services firms.

Earlier in her career, Paula was a consultant for Marketing Corporation of America , where she worked on strategic planning, programming, and operational structure for Lifetime Television and conducted research on the competitive dynamics for a well-known firm in the weight loss industry. At Chemical Bank, she provided strategic direction and monthly performance

information for marketing decisions. For Eli Lilly & Company she served on the Prozac launch team and prepared forecasts for new cardiovascular drugs. Paula and a Partner built a market research firm in Cambridge, MA. Clients included Gillette, Colgate-Palmolive, and Carter’s. Paula earned her MBA from the Fuqua School of Business, Duke University and her

Gail is the Founder of Rudder Capital.

She has previously held senior level operating positions at the Thomson Corporation, Moody’s Investors Service, Scali, McCabe, Sloves, Inc. and the RCA Corporation. Prior to founding Rudder Capital, She was CEO of Liquid Alternatives Inc., helping private equity fund managers raise Institutional funding.

She has significant operating and financing experience and has acquired, divested, and managed large portfolios of companies the business information, financial services, media and technology sectors during her corporate career.

Ms. Lieberman has formerly sat on the boards of directors of I-trax, Inc. (AMEX: DMX), an Integrated provider of health and productivity management services, TriPath Imaging Inc. (NASDAQ: TPTH), a developer and manufacturer of cancer detection and diagnosis products

and Breeze-Eastern Corporation (AMEX:BZC), a developer and manufacturer of lifting equipment for aerospace and defense applications.

Gail holds a BA and an MBA from Temple University.

Building Winning Teams

Page 21 Paula Weiner © 2009

Sharif Elashmawy

Director, IT

Sharif Elashmawy

Director, IT

Sharif Elashmawy presents an extensive entrepreneurial career background. Growing up in a family involved in the retail clothing business, Sharif leveraged his family’s resources to start his first business, an online clothing store at the age of 21.

Following his graduation Sharif joined AXA Equitable as an application developer hired to assist with the Y2K initiative. He redeveloped non-Y2K compliant financial applications onto Windows server based systems.

In 2001 Sharif left AXA Equitable and started working as an independent consultant working with small businesses and startups in providing them with business driven tech

solutions. In 2006, with a growing client list and team of consultants, Sharif formed Tech Troop, LLC, a New York based technology consulting company providing IT infrastructure, helpdesk support, web development, and SEO services for small businesses in industries ranging from Private Equity to Hospitality.

Sharif graduated from the Stern School of Business in 1999 and holds a Bachelor of Science degree with dual majors in Finance and Information Systems

Selected Clients

Selected Clients

Entertainment, Media & Internet

Retail, Cosmetics, & Luxury Goods

Page 23 Paula Weiner © 2009

Selected Clients

Selected Clients

Building Winning Teams

Selected Clients

Consumer Packaged Goods

Selected Clients

Selected Clients

Building Winning Teams

Communications, Information & Technology

Travel & Hospitality

Financial Services

Page 25 Paula Weiner © 2009

Selected Clients

Selected Clients

Business & Marketing Services Firms

Healthcare

Charitable Organizations & Government

Building Winning Teams

www.buildwinteam.com

www.buildwinteam.com

Weiner & Associates, Inc.

300 East 85

_{Street, Suite 402, NY, NY 10028}

212-988-3507

[email protected]