A review of why ESP is the Right Choice for your Critical Hires

1. With thoughtful analysis the
industry selects ESP for critical
hires!

2. We Identify and Recruit the
Best and Brightest Minds in
the LED / Solid State Lighting
Industry
 C-Level
 Vice President
 Director
 Manager
 Key Individual Contributor

3. We have a proven track
record completing global
assignments in the most
critical disciplines of….
 Science and Engineering
 New Product Development Manufacturing
 Business Development  Application Engineering
 Sales and Marketing  Research and Development
 CFO / VP Finance  Product Marketing

4. Our Global Clients consist of….
Industry Titans to the
Leading Edge Start Ups
 LED Luminaires  Distribution
 Specification
 LED Lamp  Retail
 LED Lighting Solutions  OEM
 Trade
 LED / SSL Component
 LED Power Supplies and Controls
 Vertically Integrated Semiconductor

5. You have Choices…
Select the Search Firm…
„tuned in’ to the industry
 Broad and Deep Executive
Search Experience
 We invest, exhibit  Tested and Proven Global
and participate in Experience
Global LED  Proprietary Search
Conferences Methodology designed to
 SIL
build a „trust bond’
 Light Fair International
between the client, the
 Light + Building
candidate, and the
 LDI
recruiter
 International Workshop
on Nitrides

6. Our process is designed to drive
results to yield the closure of proven
performers
Stage I: Need Assessment: Week 1 (or prior to engagement)
Define Positions, unique skills, key objectives, priorities, and challenges
Explore target compensation in relation to market place and risk reward of startup environment
Discuss efficacy of relocation and package
Develop milestones, reporting procedures and benchmarks to evaluate progress
Agree to job description and target compensation
Stage II: Determine Required Methodology and Execute Search: Week 1 – 4
Initiate search (unleash the resources) to uncover known and unknown candidates within the agreed industries and
locations. With our deep network and international reach, candidates may come from competitor organizations or related
industries.
Build and Maintain the cascade effect resulting in a critical mass of qualified candidates that are pinpointed to the need.
There need not be unnecessary interviews.
Present and discuss initial candidates to confirm or refine search.
Pre qualify selected candidates through known references.
Stage III: Active Process Management: Week 4 - 8
Thorough analysis of identified candidates to ensure long term viability elements have been met; professional
growth, financial growth, personal motivators for change, cultural fit, comprehensive references directed to
environment, skills and unique position requirements.
Negotiate offer and acceptance through signed offer letter.
Manage and guide resignation.
Assist in relocation.
Stage IV: The Unknown: After Start for 12 - 24 weeks
Follow up with both candidate and client to determine post hire performance and acclimation.
Provide independent consulting to both parties to resolve questions or concerns prior to escalation. “You can not fix or
address what you do not know about”
Manage and monitor the relationship to ensure all objectives are met.

7. “People are not your most important
asset...the right people are. Those who
build great companies understand that
the ultimate throttle on growth for any
great company is not markets, or
technology, or competition, or
products. It is one thing above all
Why
others: the ability to get and keep we
enough of the right people.” are….
 ESPprosearch and our prospective client create The
a Proposal and Business Contract tailored to Right
your business and search Choice
 In Depth Proprietary Methodology to
identify, evaluate talent and manage the hiring
process
 Ensure that the three critical elements of a
successful match are met; Professional
objectives, Financial quest, balanced with
Personal motivators
 Negotiate and manage the offer and

8. Completed Engagements
 CTO
 CFO
 EVP Operations COO
 VP WW Sales
 VP Sales, North America
 VP, Engineering
 VP, APAC
 VP Product Development
 Global Director of Product Management, London
 Sales Director, Japan
 Managing Director, Vietnam
 Managing Director of Sales, Europe
 Country Sales Manager, South Africa
 Director of Technology
 Director of Phosphor
 Director, Business Development, NA – OLED

9. Completed Engagements
 Director of Engineering
 Director, Power Supply Products
 WW, Director Applications Engineering, Penang
 Business Development Director, Europe
 Sales Manager, Canada
 National Account Manager, Lamps
 Product Engineering Manager
 Product Marketing Manager
 National Sales Manager (various locations)
Lighting Solutions
 Field Applications Engineer, NA
 Applications Engineer, Europe
 Reliability Manager, Components, Lamps
 Electrical Engineering Manager
 Product Marketing Manager

10. Completed Engagements
 Reliability Manager
 Lighting Services Account Manager, Canada
 Materials Manager
 Senior Test Engineer
 Sr. Electrical Engineer
We have proven our skills throughout
the critical disciplines from key
individual contributors to C Level

11. Mission Statement and Commitment
It is our sincere mission to seek out and identify the finest talent
available in the industry
With discretion and confidentiality being the
cornerstone of our business, our promise is to ensure
that we meet the professional, financial and personal
objectives of both our clients and candidates With sincere
appreciation
of your time
 To provide our services with the utmost in honesty, ethics and Eric S Pollack
integrity with an unwavering commitment to excellence
 Our work ethic and attention to detail will be unmatched with the
sincere understanding that our service is not just another
engagement rather a critical component to an organization and an
individual‟s personal life

12. ESPPROSEARCH
the Right Choice for
your Critical Hires