PERMANTECH Technology Executive Search

PERMANTECH
Technology Search Consultants
Retained Search and Recruitment

142 NW Whitney St. Suite 100
Camas, WA. 98607

Telephone: 360-835-2205
Fax: 503-345-6646
E-mail: gary@permantech.com

PERMANTECH

Our Goal is Your Goal –
To Search Out the Best

PermanTech is dedicated to helping organizations grow and prosper through the identification
and selection of key executive management professionals. Our professional commitment to our
clients and candidates, coupled with our unique search process gives us an edge over all other
executive search firms.

Focus areas include:

Electronics
Renewable Energies – Solar – PV
Electric Vehicles
Energy Storage
Engineering
Software
Manufacturing

Including the following functions:

CEO / President
COO / CIO
CTO
Vice President
Director Level
Operations
Engineering / Design
Management
Sales & Marketing
Business Development

142 NE Whitney St. Suite 100 ♦ Camas, WA. 98607 ♦ 360-835-2205 ♦ EM gary@permantech.com

PERMANTECH

Biography of Gary W. Perman, CRPC

Gary Perman has 13 years of recruiting experience that are reflected in PermanTech’s high
standards of professionalism throughout the recruiting process. Gary’s professionalism and drive
for excellence were developed throughout an exemplary career that includes the following
experiences and achievements:

Personally completed over 312 specific search assignments

Earned designation as a Certified Recruiting Personnel Consultant

Chairman, Technology Management Chapter of IEEE - Oregon

Serves on the Board of Directors since 2001 for the US – Recruiting Network

Ranked among the Top 7 Executive Recruitment Firms in Washington State – CEO
Magazine

Member of the National Association of Personnel Services

Member of the Board for the Society of Plastics Engineers

Member of Product Development and Management Association

Member of such trade associations as IEEE, Software Association of Oregon, Human Capital
Group, Developers SIG, Internet Professionals Group of Oregon, PDMA

Recognized as an industry expert by The Wall Street Journal

Invited to speak at Industry trade shows including ASHREA Annual Conference - Chicago,
NextGen Network Conference – San Jose, Telecom Conference – NYC, US-Recruiters
Network – Minneapolis, IEEE Conference – Anaheim, Teleconvergence – Rapid City, and
Internet Telecom Conference – Denver.

Business management articles written and published for trade publications such as CIO
Magazine, CEO Magazine, EE Times, IEEE – Today’s Engineer, CIO Insight.

Gary Perman’s success throughout his career is based on his ability to work well with people, to
understand their needs, and to communicate clearly with them. His commitment to community
service is further evidence of his ability to serve others.


PERMANTECH

Our Search Process

For our fees, PermanTech will:

Develop a detailed job description as well as an assessment of the workplace demographics
and the client management style.

Conduct the search assignment in accordance with the timeline presented to the client
company.

Develop and present for client review an initial target list of companies to recruit from.

Develop and present for client review a candidate questionnaire tailored to the search
assignment.

While recruiting, develop a picture of the current compensation for the target position within
the industry.

Recruit and interview candidates in accordance with the enclosed Professional Commitment
to Candidates.

Present written profiles of viable candidates to the client in accordance with the timelines.
Profiles will include:

Resume
Completed search questionnaire
Interview summary
Summary of candidate’s strong points
Candidate’s needs in the company

Schedule candidate/client interviews. Participate in the interview process when appropriate.

Provide candidate feedback to client upon completion of the interview process.

Conduct and present a written summary of reference checks.

Prepare a written offer of employment detailing all agreed to terms between final candidate
and client company.

Facilitate/negotiate the employment offer to the final candidate.

Assist final candidate in resigning from current company and prepare candidate to deal with
the possibility of a counteroffer.

PERMANTECH

Professional Commitment to Clients and
Standards of Ethical Practices

A client who partners with PermanTech can expect us to:

Consult with the client company to develop an understanding of the open position, determine
the specifications and qualifications of the candidate needed to fill the position, and gain an
understanding of future performance expectations.

Develop written search assignment guidelines, specific research areas, and accountable
timelines for approval.

Conduct the search for candidates who fit specific criteria that is important to our client
companies.

Conduct in-depth interviews, assess candidates’ major strengths and weaknesses and
suitability for the position.

Present research and candidate background information such as employment record, salary
requirements, and consultant evaluation as accurately and fully as requested or possible.

Conduct extensive references for verification of candidate credentials. This information is
complete and, if requested, may be done independently at the expense of the employer client.

Utilize confidential information relating to the business policy of our employer clients, which
is imparted as an aid to the search assignment, only as required, and to treat confidential
information accordingly.

Follow up on candidates placed with our employer clients. Candidates placed with our
employer clients shall not be solicited for other positions while still in the employ of the
company.

Maintain the integrity of our relationship by not actively soliciting current employees of our
client company for other opportunities.


PERMANTECH

Professional Commitment to Candidates

A candidate who is recruited by PermanTech:

Will be told the nature of the relationship between PermanTech and our client company,
how and when the search process will be conducted, and the role of the consultant in the
search process.

Receives confidentiality. Discretion is used at all times when the search consultant shares
information about the candidate to a prospective employer. The search consultant will also
honor the candidate’s request that specific information not be disclosed to the client.
PermanTech will present a candidate’s credentials to those searches that most closely match
his/her qualifications.

Must also be made aware that the search consultant is authorized by the client company and
may choose not to present any candidate based on a professional judgment that the candidate
is not qualified or appropriate for the client company’s position. Candidates who are not
offered the position can expect that their files will be kept confidential by the search
consultant and the client company.

Will be told by the search consultant specific and accurate information about the position
prior to the initial interview. This information will include: job title, company background,
business conditions, reporting relationships, location, and responsibilities of the positions.

Can expect that the search consultant will communicate their opinion of the impact on the
individual’s career should they join the client company in the specified position.

Must be informed that all offers are contingent upon successful completion of reference
checks or special testing as requested by the client company. Reference checks will not be
completed without the candidate’s approval. No action will ever be taken by the search
consultant to jeopardize the candidate’s present position.

Will be kept informed of their candidacy status in a candid and timely fashion by the
consultant.

Should expect to be contacted monthly for at least the first six months after joining our client
company to ensure that any adjustment problems on either side are handled appropriately.


PERMANTECH

Some testimonials

"Gary worked on successfully finding a Director of Engineering and also a Sr. Systems
Engineer and Sr. Product Manager for me at myprocess corp. Gary was very methodical and
did his job with remarkable efficacy." Alok Prakash, CTO MyProcess Corp.

" I will recommend you to anyone looking for a recruiter. Your comprehensive skills sets
surrounding working with references are worth every penny you get! " ☺ Sandy C. Director of
Marketing, Portland Software Company

“I have worked with several other recruiters in the past and Perman has provided me with
the most qualified candidates. I have not wasted my time going through non-qualified
candidates. When I get someone from Gary, I know he has done his homework before
shooting the resume to me. I also receive a background profile of the candidate with
detailed recommendation. Gary is very thorough, saving me a tremendous amount of time
which I can then reinvest into my other responsibilities." – J. Mains, President, ANPC

"Gary, I like the way you work. You add value to the process" Robert K. Software Product Manager

“ Gary, you’ve brought us excellent candidates. Well qualified, strong backgrounds. We are
very pleased with your ability to surface and attract this high level of quality talent to our
company”. Keith H. Director of Marketing, Corrigo Software.

“During his service to New Edge Networks, Gary demonstrated an extremely focused
strategy to ensure he met my needs. He kept me well informed at every step and his follow
up is second to none. Great work...great results!” JK, Director of Sales, New Edge Networks
.
“. . . you listen very carefully, probe deeper with good questions and then find candidates
that have the best blend of qualifications and experience, followed up with very careful pre-
screening interviews”. – Alan Leukhardt., VP of Engineering Laars Systems

"your uncanny ability to find engineers that not only have the skill set we require, but also
the personality and cultural fit we demand, is a unique talent. I enjoy working with you." -
Jim B, Engineering Operations Director

“Although we have been doing business since 1998, I felt it important to commend you for
the fine job you have done in filling our vacancies. Gary, you are highly motivated to find
the perfect fit for our organization. You have taken the time to research our organization
and the type of candidates we look for in order to find those candidates for us. You have
excelled in finding me excellent employees. Once you have made the placement you do not
become invisible. You stay on top of things by calling periodically to ensure that all is going
well with both the manager and the employee and are always willing to find a solution
should there be a problem. Your professionalism, responsiveness and attention to detail
make working with you a pleasure and a privilege." Bette Hall, VP of HR, NMB

"there is no better way of getting a top employee than having Gary Perman involved" -
Michael Sheridan, VP. Morgan Stanley


PERMANTECH

"You have hooks directly into the industry segments and associated companies – this is
what I look for from a quality recruiter like yourself” – David Morena, VP, NMB Technologies

" Not only did you introduce me to IMC a few years ago in order to step in as their
president, but you have also been a tremendous asset to me in finding candidates with the
skills and behavioral ability to assemble a strong management team” – Dave Davidson,
President, IMC Magnetics

Case Studies

Successful track record of candidate retention
How?
Our ability to effectively screen people
Our ability to effectively gather detailed info of candidates
Our detailed profiles presented to decision makers
Our ability to surface motivating factors in potential candidates
Our high ethics – we won’t present someone who is knowingly not a fit

Our placed candidates have also:
Generated over $5.5 Billion in revenues!
Created over 502 new products!
Saved our clients over $700 Million!


PERMANTECH

Case Study 1

PermanTech was given the retained search for a President to head a $100M division specializing
in electronic motors. The company was going down hill financially, it had over 300 employees
with constant employee problems including subordination, disrespect to management, pending
law suits, among other things in this over staffed manufacturing environment. The existing
President was not able to lead or manage his existing staff or production employees. Product
quality suffered as a result.
After speaking with the corporate executives at great length, we began a confidential search to
find a replacement President. Through networking and referrals, Gary Perman was able to
surface Dave Davidson, a seasoned turn-around executive who had a track record of turning
troubled companies around.

Result:
Within five years;
Dave drove the company to profitability for the first time since 1996. Turn-around accomplished
through development of people and teams, implementation of Six Sigma in manufacturing and
business functions, establishing a lean manufacturing process, creation of a world-class supply
chain, and significant cost reductions through process improvements everywhere in the
company.
¨ Sales per employee = $60,000 in 1999; increased to $150,000 per employee by 2004. Quality
PPM was 300,000 in 1999; 1,500 by 2004. Gross Margins –25% in 1999; +28% by 2004. Key
customer recently selected the company as “2003 Supplier of the Year”. Awarded a
“Manufacturing Certification” by Honeywell for variability control using SPC. Awarded
AS9100A, ISO14000, and NADCAP certifications since 2000.
¨Achieving sales and profit growth through technology innovation in proportional solenoids to
fuel control systems for micro-turbines and unique, small blowers for semiconductor equipment.
Customers have developed a strong interest in our development project for linear force motors
that would replace rotary motors in actuator systems, which would open a $200M market with
proprietary technology.
¨Led the start-up and operational capability for a machine shop and assembly operation in
Mexico to achieve low cost manufacturing capability.

In 2005, the company (owned by a Japanese conglomerate) decided to sell the division at a
substantial profit. Gary was able to place Dave again, as COO of a young, struggling aviation
products company in Oregon, where he continues to lead the company to profitability today.

Case study 2

A client contacted Perman Technical Group for the need of a Plant Manager in New Hampshire
for a small $39M manufacturing facility.
The workforce was made up of a non-diverse blue collar group of 150 employees, many of
which were second and third generation employees.


PERMANTECH

Many of the plant managers we encountered within our search wanted career advancement into
operational leadership positions. Through a referral, we surfaced a female plant manager, which
is rare within manufacturing, who loved plant management, who had been very successful at her
current position but had run out of challenges.
Presented with the challenging opportunity we had in hand, she jumped at the chance for a new
challenge while remaining a Plant Manager.
RESULT:
She continues to lead the 150 person manufacturing team in the build and delivery of
commercial and residential products and parts. She reorganized the leadership team,
Improved field quality metrics and restored the brand reputation in the marketplace

She dramatically reduced turn over in the direct labor team, instituted HR policies to ensure
equitable treatment, and supported the launch of three new capital equipment product platforms
in 18 months, an industry record.

Case Study 3

Clancy was a regional sales manager for a national electronics company based in Portland
Oregon. She was content, fairly happy with where she was. At first she wasn’t interested in
making a move but a few weeks later, Gary convinced her to sit down with the Director of sales
who was going to be in town and just have a cup of coffee – no obligations, no strings.
During their coffee, they were able to discuss the direction of the company, its vision, and goals.
Gary was able to give the Director much inside information about Clancy, not only her hot
buttons, but some of the frustrations she experienced that made her only “content” with her
current company. Although she was a bit hesitant over the coffee, the meeting turned into a job
offer within two weeks. Clancy accepted and is now in her sixth year with the company.

“ You showed me that the grass was greener at ****. Although I was a little hesitant, you
convinced me to I meet with Martha and at least look at the opportunity. After that meeting, I
was convinced that **** truly was the right company for me. I couldn't be happier. I have a great
territory, have made more money than at the competitor, and have advanced in my career and
work with some of the greatest people in the industry. Thank you.” – Clancy

Case Study 4

Not all searches go well. Some get botched. This case is about Chris, who at the time was an
Engineering Manager at a Plastics Consumer products company in Southern California.
As a “preferred recruiter” for this $900M company, Chris called Gary to conduct a search for a
Sr. Engineer. Many challenges stood in the way – High cost of living, high cost of real estate
made relocation to the area extremely challenging. The key would be to find someone locally.
Extrusion Engineers are extremely rare within the plastics industry, and SOCAL is even harder.


PERMANTECH

We took on the search which lasted several months. Finally, we found a seasoned engineer with
an MIT degree.
At the time, Chris, although the hiring manage and final decision maker was forced to require the
candidate to interview with several people which took over a day and included nine interviewers
before the process was complete.
This was a case of too many interviewers and too many decision makers. We were able to play
intermediaries but the hiring manager was out manned by politics of his bosses. The lack of
decision dragged on and on until we finally pulled the candidate from consideration. Until the
client could effectively make hiring decisions with fewer interviewers, we were just spinning our
wheels. The Hiring manager was frustrated at the politics of his bosses and there was high
probability of him leaving the company. If a headhunter had come along at that precise time, I’m
sure he would have left in pure frustration.

RESULT:
Six months later, the hiring manager called Gary back, the division had solved its management
heavy challenges and wanted to re-interview the candidate to bring him on board. Gary was able
to contact the candidate and convince him to re-look at the situation, the career growth, and
contribution that originally excited him about the opportunity. The candidate did and was
presented and accepted an offer.

Our Fees:

Our fee is 25% of the base salary. You secure our services and expertise with a deposit the day
you commission us on the search and then the remaining payment is received when the candidate
begins work. You receive results and the commitment to the search. Unlike contingency
recruiters, you receive our primary attention and focus with more details, advanced screening
and qualifying to fill your position with the best qualified talent available in the market.

As you realize this is the smart decision with the most time saving, effective solution, call today
to start your search.

Gary Perman
President/Managing Partner


PERMANTECH Technology Executive Search

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