SQA Search Ltd: Overview: Our market position fills the gap between transactional recruitment agencies on the one hand and over engineered and expensive “Mayfair” type traditional Executive Search on the other. It is also based on various market research reports that demonstrate that for any given talent pool at a mid or senior level, only 20% are active and responding to adverts/sitting on agency databases. The remaining 80%, which is often the more engaged and successful portion, needs to be pro-actively approached. (Source: “The Job Seeking Status of the Fully Employed - LinkedIn Report 2011) Services: * Executive and Mid-Level Permanent Recruitment: The head-hunting (proactive search) of passive and semi-active talent for hard to satisfy strategically important positions. * Day Rate Research (identification or approach and assessment): Allowing clients to build proactive talent pools, map out competitors, support internal recruitment teams and reduce costs per hire. Credentials: Over a 20 year career in recruitment, I worked for several years as a London trained, retained head-hunter. I also went “in-house” for over three years at BSkyB and managed a team delivering 300 plus hires per year, mainly in the areas of Technology, Telecoms and Sales. I decided to return to my head-hunter roots with my own independent business, SQA Search, over three years ago. I hold an MBA gained from Warwick Business School and I am a Fellow of the Institute of Recruitment Professionals (FIRP). Specialities: By Sector: Ecommerce & Online Payments, Digital Technology, Telecoms, Internet, Software & Online Media. By Function: General Management, Sales, Marketing IT & Operations and Strategy. By Level: Director, Senior and Mid-Management, Senior Specialists

1. www.sqasearch.co.uk

2. Mid & Senior Talent Pool Characteristics
The Talent Resourcing Options
SQA Search
Overview
Areas of Specialisation
Services Offered
Credentials
Recommendations & Endorsements
Summary
Appendix
Click to access guides to recruitment for line managers
Click to access third party thought provoking articles
on resourcing matters, operational and strategic

3. 20% are active
candidates reached
via online
advertising and
agency databases
Source: “The Job Seeking Status of the Fully Employed
- LinkedIn Report 2011
80% are passive &
semi active, best
reached via a
proactive and
professional
headhunt approach

4. Skilled and motivated but
often over worked with high volumes, resulting
on a focus on job boards with token gesture
search activity.
With some
exceptions, sales cultures and volumes again
result in a focus on active candidates.
Often high quality
and focusing on passive pools. However also
often expensive with large retainers and with
slow and out of date processes.

5. Key mid and senior level management and
senior specialist roles.
The identification, approach and
assessment of passive talent using a blend of
traditional research and modern networking
techniques and technologies.
Taking the best elements of
both the retained search and contingency
recruitment models to provide a high
quality, transparent and results orientated
alternative at reasonable cost.

6. Ecommerce & Online Payments,
Technology, Telecoms and Online Media.
General Management, Sales,
Marketing, IT and Operations.
Director, Senior and Mid-Management,
Senior Specialists.

7. (£60K to
£150K salary ranges)
(Talent pipeline and
competitor mapping, supporting in-house TR,
reducing Cost Per Hire)
Identification work- minimum project size 3 days (two
days followed by review to fine tune third)
Approach, Assessment and Recruitment Project
Management – minimum project size 4 days.

8. An early career in contingency recruitment
Several years as a Retained Search Consultant
3.5 years as a Talent Resourcing Manager at
BSkyB managing a team of 6 delivering 350 hires
per year (70% direct)

9. “Sean was a very effective head-hunter - taking me from Amex to PayPal ... good research got him to
the right person and from then on he kept the process well paced and clear, ensuring all participants
were well informed throughout. He displayed a genuine desire to deliver for both parties not just for
himself - as can be the case for some head-hunter's.” Mark Brant, Director, Retail American Express.
“I've known Sean for about five years. During that period, he has consistently shown his high level
of commitment to being an exceptional head-hunter. He takes time to listen to client needs, and
invests in getting to know his growing universe of candidate contacts. ….I'd unreservedly
recommend Sean . James Winter, Global Head of Audience Monetization, Nokia
“Sean managed my whole joining process at PayPal. From initial contact to beyond my start date he
was totally thorough, informative, consultative and supremely professional. From a Candidate's
perspective the whole experience was First Class…..I would recommend you call him if you need
talent. A very well respected partner who consistently delivers, both from my own experience and
from what I hear from third party clients. Nick Adams, Senior Sales Manager, PayPal
“Sean's background enables him to really understand and manage both clients and candidates
expectations, ensuring he offers a thorough and professional service to everyone he deals with.
Sean is very pro-active in his approach, without being pushy / forceful and I would highly
recommend Sean to any clients seeking to find top mid or senior level talent in the market”
Graham Gordon, Marketing Manager, Waitrose

10. “I have worked with Sean for over two years during his time at BSkyB. He was firstly instrumental
in recruiting me from AOL. Subsequently I became one of his key stakeholders and I worked with
him both directly and indirectly via my team and his. I have always found Sean to be a very
competent and likable professional. He uses his considerable enthusiasm and experience to very
good effect, … Beyond the process he became my trusted advisor on recruitment related issues, not
afraid to challenge in a reasonable way to provide expert opinion which helped inform my own
decision making. Stephen (Steve) Prendergast, Director, Operations Engineering, BSkyB.
“I have known Sean for a number of years . Sean gives recruitment consultants a good name, he
acts in the best interest of the candidate and customer, not the recruitment company. He is always
open and honest in his dealings, clearly knows the recruitment industry, and has a real eye for
detail. Sean is the first person I speak to when looking to fill senior roles. Chris Noblet, Customer
Services Director, Digica
…..Sean significantly improved the quality of the recruitment service delivered, adopting a
proactive approach to a variety of issues, from resource planning to regularly averting and
resolving potential conflict situations. Sean was fun to work with, but not afraid to challenge where
required, I would commend him highly.” Steve Wright, HR Business Manager, BSkyB PLC, London,
worked directly with Sean at BSkyB
Please see www.linkedin.com/in/seanquinn for 20 + further recommendations

12. Proven headhunting at a mid and senior level for strategically
important permanent appointments.
Day rate research to enable proactive talent pool building
, competitor mapping, a reduction in Cost Per Hire
Specialist knowledge of a number of sectors and functions
The personal commitment, experience and networks built up
over many years balancing traditional research with modern
social networking techniques.

13. Click to access downloadable guides to recruitment
for line managers covering:
Overview of recruitment process and choices
How to write a job and person specification
How to interview candidates including guide to
competency interviewing.

14. Click to access third party thought provoking articles
on resourcing issues at a strategic and operational level