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The alpine group 030713 The alpine group 030713 Presentation Transcript

  • The Alpine Group an MRINetwork Affiliate Executive Search Medical Technology Industry www.alpinesearch.net 877.255.0435
  • HistoryEstablished in 1999 as a boutique search firm servingthe Pharmaceutical, Biotechnology, and MedicalDevice IndustriesFounder, Dave Murphy, spent 10 years at Merck insales, sales management, and marketing prior tocreating The Alpine Group#1 ranked firm among boutique-sized offices in theMRINetwork’s Southwest Region: 2003, 2004, 2006,2008, 2009, 2010, and 2011, 2012MRINetwork President’s Club award-winning office(top-10%) each years since 2002
  • Leadership Services include Retained, Contingency, and Priority Search (acombination of Retained and Contingency) Each project is assigned to a Team Leader who worksexclusively in one dedicated functional area within the industry As of 2012, The Alpine Group Team Leaders are: Dave Murphy, Marketing and Business Development Team Jason Lewis, Payer Relations and Reimbursement Team Michael Pietrack, Medical and Clinical Affairs Team
  • Dave MurphyDave Murphy leads our Marketing and BusinessDevelopment Team.Awards: Dave has earned Billing Manager of theYear for the Southwest Region in 2002, 2006,2008, 2010, 2011Quote: "I work confidentially with candidateswho are successful and happy in their currentrole, but who would seriously consider making achange that will clearly enhance their career."
  • Michael PietrackMichael Pietrack leads the Medical and Clinical AffairsTeam.Michael is a perennial top performer in theMRINetwork. He has consistently ranked within thetop 1% to top 0.5% of the entire international group ofrecruiters. For example, in 2012, he was the #6overall recruiter out of over 5,000 recruiters in theMRINetwork.Quote: “The only way to last in this business is toalways do the right thing. Clients and candidates alikeneed to trust that the advice you’re giving will benefitthem, not benefit yourself. The only way to do that isto demonstrate honesty and integrity over long periodsof time and in various situations.”
  • Jason LewisJason Lewis leads our Payer Relations andReimbursement TeamAwards: Jason broke into the prestigious “Top 50”among MRINetwork recruiters in 2009. Jason is aperennial Pacesetter and a trusted advisor in themarket.Quote: "I invest the time upfront to know exactly whatour clients and candidates are looking for in their nextemployee or career. Both clients and candidates havea vision of what their perfect 10 would be in their nextemployee or position. My goal is to provide theopportunity for the two of them to meet.”
  • ElizabethSligerElizabeth Sliger specializes in Engineering and QualityAssurance.Elizabeth excels in finding key talent for growingAdvanced Manufacturing, Biotech and Medical Devicecompanies.Quote: “I excel at finding quality candidates with skillsthat will make an impact. The companies that I workwith are developing truly life changing technology andI can provide the talent to make that happen.“
  • Ken WesolowskiProject ManagerKen specializes in recruiting Medical Affairs positionsfor Pharmaceutical and Biotech companies.Recruiting Philosophy:Over the past 15 years of Ken’s professional career,he has lived by a simple principle of “do the rightthing and do it now.” Open, honest and timelycommunication has helped Ken build a trustworthyreputation with both clients and candidates. “Theonly way to earn the respect of both the client andcandidate is to demonstrate open candor and buildupon past experiences with both parties. My goalwith both the client and the candidate is to movefrom the position of ‘recruiter’ to the position of a‘trusted advisor’.
  • Retained SearchThe search process is adapted to each client’s needs basedon the level of service required: Retained, Priority, orContingency SearchRetained Search Pay for process; client assumes majority of the risk; comprehensive project proposal; all prospective candidates qualified for the opening are contracted at least twice; fully reported on results of each contact; competitive salary analysis; recruiting “in the open” for greater call-back rate; only one Retained Search at any time.
  • Priority SearchPriority Search Down-payment commits resources (balance is only paid upon successful hire); risk is shared between client and recruiter; Confirmation Letter rather than Project Proposal; all prospective qualified candidates will be contacted at least once; recruiting “in the open” for greater call back rate; maximum of two Priority Searches accepted at any time
  • Contingency SearchContingency Search Pay only upon successful hire; 100% of the risk assumed by the recruiter; targeted candidates at least once; client is not identified to candidate until they are qualified for the opening; qualified candidates are also referred to other Contingency clients; projects hours determined by exclusivity, client urgency to fill opening, and the quality of the search
  • PhilosophyIndirect Recruiting - Most recruiters call candidates to describe the“job of the day” and ask who they know who might be a fit. This isknown as indirect recruiting, where the goal is to get a referral orhave the candidate self-refer themselves.Direct Recruiting - The Alpine Group uses the direct recruitingapproach, where we invest time getting to know what thecandidate is looking for and might be interested in pursuing. Thatinvestment of time develops long-lasting relationships based ontrust. The approach is time-intensive but is significantly moreeffective when we sell your opportunity, since we have alreadylearned the candidate’s heartburns and hot buttons.
  • TestimonialsHere at The Alpine Group, we are very proud of thereputation we have built since 1999. Along the waywe have earned many testimonials, some of whichwe publish on our website.Videos - Each Team Leader has a video explainingtheir expertise and recruiting philosophy, which canbe found on our website as well.www.alpinesearch.net