Our team’s mission is to focus on the needs of each of our clients. Our depth of knowledge, experiences and sense of urgency attitude enables us to deliver the results required for our clients’ successes. All projects are led by individuals having experience in research and recruiting, thus providing us with a unique outlook, relative to the talent pool and recruiting realities.
This brochure gives some insight into what our firm stands for, our services, where we have come from, and where we are going. Please contact me for more detailed information.
This brochure gives some insight into what our firm stands for, our services, where we have come from, and where we are going. Please contact me for more detailed information.
First Alliances' Vietnam Salary Guide is a compilation of 2016 market salary information provided by our consultants, clients, candidates and other sources across industries in Vietnam.
If your company needs to submit a HR Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3gh0xss
Riskpro human capital management services 2013Nidhi Gupta
We would like to introduce our firm Riskpro-India – a specialized Risk Management Consulting firm based in Mumbai, India and with offices at Delhi and Bangalore.
We would like to get empaneled with your organisation for all your recruitment requirements. We are India’s fastest growing recruitment and risk management consulting firm. Please see attached our profile for more information.
Human Capital Management Services (HCMS) – a division of Risk-pro, is a professionally run organization focused to provide customized HCM solutions to the corporates to bring un-matched value for them. HCMS inter-alia includes niche, complex and time-bound talent acquisition at all levels, complete employee payments outsourcing solutions, technical, behavioral and cultural trainings, employee retention strategy, employee satisfaction surveys, HR policy drafting and documentation, sharing industry-best practices etc.
Risk-pro also provides highly specialized services in the field of risk management, internal audits, forensic accounting, investigations, prevention of fraud, process reviews etc.
We take pride in saying that we are among the fastest growing consulting companies in India. Today, we have offices in Mumbai, Delhi, and Bangalore and it has already added eight member firms in Ahmedabad, Agra, Chennai, Gurgaon, Hyderabad, Jaipur, Ludhiana, and Pune. All our offices and member firms are well equipped and staffed with qualified professionals into HR management and consulting. We have plans that will help us sustain this growth. Our presence in almost all states of India and beyond by 2014, is almost certain.
In talent acquisition, a fine blend of technology and professional human touch has given us an edge over others where talent and profile matching is left to technology. We have a team that not only brings years of professional and rich experience in varied industries, but are passionate to make hitherto impossible things possible for the client. However, words do not have enough strength to reflect our true potential, and though, to get a sneak peek, we strongly urge you to visit our website and go through the attached document, but we would be delighted to have a face to face meeting with you/your HR / Corporate Heads.
We are confident, our approach, methodology and professionalism along with commitment towards long-term sustainable relationships, will impress you to pave the way for our alliance that will be mutually beneficial to both the organizations. Experience Risk-pro HCMS, experience the difference.
SGA Talent Providing Talent & Intelligence To Help Companies Build Better Org...SGA Talent
Not every recruiting assignment is the same, we realize that and have solved the problem. SGA Talent is agile, flexible and can easily adapt to the needs of each client by providing a wide range of recruitment research and recruiting services all of which can be customized. By offering a continuum of recruiting services along with tailored solutions we are ready to help our clients meet their recruiting challenges. Recruitment Research, Recruiting, Competitive Intelligence and SGA ExecutiveTracker.
First Alliances' Vietnam Salary Guide is a compilation of 2016 market salary information provided by our consultants, clients, candidates and other sources across industries in Vietnam.
If your company needs to submit a HR Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3gh0xss
Riskpro human capital management services 2013Nidhi Gupta
We would like to introduce our firm Riskpro-India – a specialized Risk Management Consulting firm based in Mumbai, India and with offices at Delhi and Bangalore.
We would like to get empaneled with your organisation for all your recruitment requirements. We are India’s fastest growing recruitment and risk management consulting firm. Please see attached our profile for more information.
Human Capital Management Services (HCMS) – a division of Risk-pro, is a professionally run organization focused to provide customized HCM solutions to the corporates to bring un-matched value for them. HCMS inter-alia includes niche, complex and time-bound talent acquisition at all levels, complete employee payments outsourcing solutions, technical, behavioral and cultural trainings, employee retention strategy, employee satisfaction surveys, HR policy drafting and documentation, sharing industry-best practices etc.
Risk-pro also provides highly specialized services in the field of risk management, internal audits, forensic accounting, investigations, prevention of fraud, process reviews etc.
We take pride in saying that we are among the fastest growing consulting companies in India. Today, we have offices in Mumbai, Delhi, and Bangalore and it has already added eight member firms in Ahmedabad, Agra, Chennai, Gurgaon, Hyderabad, Jaipur, Ludhiana, and Pune. All our offices and member firms are well equipped and staffed with qualified professionals into HR management and consulting. We have plans that will help us sustain this growth. Our presence in almost all states of India and beyond by 2014, is almost certain.
In talent acquisition, a fine blend of technology and professional human touch has given us an edge over others where talent and profile matching is left to technology. We have a team that not only brings years of professional and rich experience in varied industries, but are passionate to make hitherto impossible things possible for the client. However, words do not have enough strength to reflect our true potential, and though, to get a sneak peek, we strongly urge you to visit our website and go through the attached document, but we would be delighted to have a face to face meeting with you/your HR / Corporate Heads.
We are confident, our approach, methodology and professionalism along with commitment towards long-term sustainable relationships, will impress you to pave the way for our alliance that will be mutually beneficial to both the organizations. Experience Risk-pro HCMS, experience the difference.
SGA Talent Providing Talent & Intelligence To Help Companies Build Better Org...SGA Talent
Not every recruiting assignment is the same, we realize that and have solved the problem. SGA Talent is agile, flexible and can easily adapt to the needs of each client by providing a wide range of recruitment research and recruiting services all of which can be customized. By offering a continuum of recruiting services along with tailored solutions we are ready to help our clients meet their recruiting challenges. Recruitment Research, Recruiting, Competitive Intelligence and SGA ExecutiveTracker.
BPI group Executive Employment Trends Q4 2013BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive’s:
Base Salary Level
Education Level
Gender
Age
Who Are the CFO's from the Fortune 100? Who are the Women CFO's from the Fortune 100?
What are the demographics of Chief Financial Officers.
What's in SGA Talent's Fortune 100 CFO report?
Every year SGA Talent reports on the c-suite at the Fortune 100. This report reveals the following...
1. Chief Financial Officers Demographics and Statistics
2.Chief Financial Officer Organization Charts 5 Companies
3. A list of the 18 female Chief Financial Officers, each with live links to their profiles
4. A list of 100 Chief Financial Officers with Live links to their profiles
5. Educational background comparisons of the 18 Women Chief Financial Officers
6. Educational background comparison of 100 Chief Financial Officers
7. Full biographies of all Fortune 100 CFO’s
SGA Talent is delighted to announce the Female Chief Executive Officers (CEOs...SGA Talent
SGA Talent has a long history of dedication to researching and assisting our clients in building diverse teams. To do so, we constantly create talent pools and actively involve and monitor women leaders and their teams. These efforts along with our research-oriented solutions provide solid data that empowers our clients to make informed decisions while also prioritizing diversity and women.
As part of our initiatives, we produce annual reports such as “Women in Technology from the Fortune 500”, “Women Leaders from the S&P 500”, “Women Chief Financial Officer from the Fortune 1000 and more. This week we are presenting “The Female Chief Executive Officers from the S&P 500. This comprehensive 140 – page report includes profile information about the
41 Women Chief Executive Officers as well as their company’s management teams compromising 500 + executives. All these executives have live links to biographies.
SGA Talent is delighted to announce the Female Chief Executive Officers (CEOs) from the S&P 500. The highly accomplished women on this year's list have played a crucial role in driving innovation and success within their respective companies. One common trait that their career histories reveal is their proven track record of overcoming significant challenges to emerge as exceptional leaders. We invite you to join us in celebrating these remarkable Female CEOs from the S&P 500 - August 2023.
Why pay the big fees for recruiting?What is talent intelligence? Why is data important when you recruit top talent? Why data is king when recruiting skilled talent? What is recruitment research? Who is SGA Talent? Why you should use SGA Talent when recruiting?
Read all about SGA Talent and how we can help you recruit the talent you need. Download a copy of our brochure.
Experience recruiting in manufacturing, professional services, technology, hospitality, retail, financial services, insurance, consumer products, utilities, government, non-profit,
aerospace, Fintech, blockchain.....
Human Resources, Finance, Technology, Engineering, Legal, Marketing, Sales,
SGA Talent & SGA Access Presents our 2023 Whos Who In Finance From the For...SGA Talent
SGA Talent and SGA Access introduces the Fortune 50 CFO's to with a focus on women.
Did you know, 16% of the Chief Financial Officers from The Fortune 50 are Women?
List of Women Finance Leaders From The Fortune 50
1. Kathryn Mikells: Senior Vice President, Chief Financial Officer - Exxon Mobil Corp.
2.Ruth Porat: Senior Vice President, Chief Financial Officer - Alphabet Inc (Google)
3.Amy Hood: Executive Vice President, Chief Financial Officer - Microsoft Corp.
4. MaryAnn Mannen: Executive Vice President, Chief Financial Officer - Marathon Petroleum Corporation
5. Susan Li: Chief Financial Officer - META Platforms, Inc. (Facebook, Inc.)
6. Chryssa Halley: Executive Vice President, Chief Financial Officer - Fannie Mae
7. Susan Diamond: Chief Financial Officer - Humana Inc.
8. Carolina Dybeck Happe: Senior Vice President, Chief Financial Officer - General Electric Co.
SGA Talent is a leader in recruiting and research.
SGA Talent presents Women In Tech 2022.pdfSGA Talent
SGA Talent & SGA Access Presents our annual
Women In Technology Report
From The Fortune 200. Every year SGA Talent's team creates our Fortune 500 contact list. This year with over 10000 contacts to include C-Suite and Board Members it is a must have list for people who track, network and sell to people such as these executives. In the report we highlight women leaders to include Women In Technology. Congrats to all who made the list.
#womenintech #womenleaders
#womenCIOs #CFO #CIO
#womenintech #womeninstem #womenwhocode #womeninbusiness #tech #girlswhocode #technology #womenempowerment #coding #stem #womensupportingwomen #programming #developer #girlsintech #webdeveloper #womenintechnology #programmer #entrepreneur #womeninscience #computerscience #startup #codinglife #women #javascript #code #softwaredeveloper #innovation #coder #daysofcode #leadership
SGA Talent, a leader in recruitment Research presents Who's Who's in ServiceNow. Take a look at the leading service providers and their key players. www.sgatalent.com
What Is Talent Mapping? SGA Talent explainsSGA Talent
What Is Talent Mapping? Talent Mapping is the process where a company analyzes their current and future talent needs, and then maps out talent pools of potential candidate talent to meet those needs
Talent Mapping - Provides talent intelligence and insight into a competitor’s organization
Talent Mapping - Produces valuable data used for proactive recruiting efforts to build candidate pipelines for current and future roles
Talent Mapping - Used as a great tool to create engaged talent communities
Talent Mapping - Provides the recruiting team with the entire talent pool ensuring completeness and access to the potential talent universe reducing the chance of missing out on the “right candidate.”
Talent Mapping - Is often delivered in organization chart format, proving a visual of relationships of who is who and who does what within an organization, taking the guesswork out of the equation
Talent Mapping - The go-to resource to understand a competitor’s structure after the pandemic
What is recruitment research? Sheila Greco, Chief Executive Officer Explains.SGA Talent
What is recruitment research?
Recruitment research is a research first, methodical recruiting solution used as an alternative to executive search. It is a recruiting strategy that combines both research and recruiting, offered as a bundled solution that can be scaled as well as priced accordingly. In addition to cost savings, this solution creates recruiting efficiency, provides real time intelligence, focuses on diversity and offers the ability to compare/contrast potential candidates ensuring only the most qualified candidates are presented. Recruitment research doesn’t stop at just recruiting, it also supports candidate pipelining and succession planning projects.
SGA Talent Presents The Leaders From Company's Which Went Above & Beyond Duri...SGA Talent
This month the team at SGA Talent wanted to acknowledge the leaders and companies who made a difference by going above and beyond during Covid. Using People’s list as a reference our team was able to achieve our objectives. The following will are the 50 Companies along with their Management Teams, live links to each leader’s profile, links to each company’s mission statement, news, career and diversity pages. A big thank you to all the companies and their leadership teams who made the list! We also highlighted Women Leaders.
Take Charge of Your Recruiting Process and Empower Your Team To Proactively R...SGA Talent
SGA Talent presents a playbook on how to use recruitment research to proactively recruit. What is recruitment research? Recruitment Research is the pathway to Recruiting Success. Recruitment research creating recruiting efficiency and provides talent intelligence used for recruiting, succession planning, diversity recruiting and diversity studies. SGA Talent, a leader in recruitment research.
SGA Talent Presents Who's Who In OnLine Trading Platforms & Stock Research Co...SGA Talent
SGA Talent introduces the Women Leaders you need to know in the Online Trading Platforms & Stock Research Companies. SGA Talent reveals the many leaders in the industry that the world needs to know too.
SGA Talent, Leaders in Recruitment Research and Recruiting With a Focus On Diversity Since 1989
As we continue to help our clients reach their diversity recruiting goals, we do so with a focus on data driven recruiting strategies, to include recruitment research as part of the process. From creating strong talent pools, building organization charts showing diversity and filling candidate pipelines always including diversity candidates, our goal is to help our partners with diversity hiring and talent intelligence to meet their Diversity & Inclusion Initiatives.
That said, as experts in the professional services industry and with the release of our latest study, we would like to introduce Women In ServiceNow you need to know.
SGA Talent Presents Who's Who Amongst the Key Players in E-Commerce, highlighting management teams and women leaders.
As we build engaged talent communities, we continue to conduct studies.
SGA Talent The Leader inRecruitment Research & Recruiting SGA Talent
Since inception, SGA Talent has been helping organizations build more inclusive work places by continuously promoting and emphasizing the need to require both talent pools and candidate pipelines include diversity. We believe part of our responsibility to our partners is to continuously remind them that workplace diversity starts with hiring and the importance of including diversity as part of their overall recruiting strategy. That said, as we continue with our mission we carry on with building and maintaining engaged talent communities that include diversity.
SGA Talent Professional Services Recruitment Research & Recruiting LeadersSGA Talent
SGA Talent is the leader of recruitment research & recruiting on demand to professional services globally. Voted #1 Diversity Partner with a Big 4 Consulting Firm six years in a row. Download a copy of our brochure to see how we can help you too.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
2017 sga talentbrochure
1. SGA Talent
Setting the Standards for On-Demand Recruiting & Recruitment
Research Services
Experienced - Dependable - Results Driven
Celebrating 28 Years
January 2017
2. Who We Are
100 % Woman Owned
Experienced:
Our most junior research professional has 17 years with SGA Talent.
Our most junior recruiter has 6 years with the average recruiter having 13 years with the firm.
Our vast experience and knowledge allows us the ability to allocate specific industry experts to each project.
Dependable:
Dependability and consistency, a trademark of ours continues to be why clients turn to us during hiring spikes,
recruiting challenges and when additional recruiting resources are necessary.
Results Driven:
We focus on results first and use a tried and proven process to achieve these results. Goal oriented, quick, efficient
and hard working is how many of our clients describe us.
We customize and focus on each client’s needs to achieve and meet our client’s goals and objectives.
SGA Talent goes beyond leveraging the latest recruitment research and recruiting tools. We continue to use
traditional research methodologies such as the telephone to uncover the entire potential talent pool creating
recruiting efficiency.
We believe the human touch and contact is essential to ensure we are presenting only the best pipeline of
candidates our clients deserve. Conversations help us screen, vet, compare and contrast potential candidates
allowing us to deliver the highest quality hires.
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3. SGA Talent Offers Flexible Recruiting Solutions
Tailored to Each Client’s Needs
When our clients have spikes in hiring, require additional recruiting resources or simply need recruiting
assistance, our flexible recruiting solutions offer a variety of options to satisfy their needs. With all of our
options, our role is to become a dependable, results driven extension to their recruiting/talent acquisition team.
Our Services Include:
On- Demand Recruiting – Hourly & Project by Project
Recruitment Research – Sourcing, Name Generation, Organization Chart Mapping & Profiling
We have the experience and capabilities to quickly perform any and all recruiting functions to deliver results
quickly, efficiently and cost effectively.
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4. SGA Talent
On-Demand Recruiting
On- Demand Recruiting – Hourly & Project by Project
This service is used when our client’s recruiting team or hiring managers are in need of additional
assistance.
Not a search firm, but we sure do work like one.
We start by having our experienced recruiting team work closely with our in-house
recruitment research team to create the potential talent pool of candidates to connect with.
Our recruiters begin the process by calling, emailing and in-mailing each professional in the
talent pool with the goal of presenting only the best of the group within two to three weeks
from the initial kick-off call.
It is our mission to only fill the pipeline of candidates with interested, qualified professionals
who we believe can be hired.
In addition to delivering the hire, we also provide all the data collected and gathered during
the recruiting process with our clients.
On average our analytics show that 4 out of 5 candidates presented are interviewed.
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5. Recruiting is a Process
Present With Knowledge
Present top candidates that meet or
exceed client expectations
Present Mapping results with candidates
Source-Network-Recruit
Begin to create the Pipeline Qualify, Vet, Compare & Contrast
Leveraging Talent Intelligence – Customized Research Data
Email, Call, Text, In-Mail
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6. SGA Talent’s On-Demand Recruiting Statistics &
Analytics
Cost Per Hire- Dependant upon the role our average cost per hire continues to be below 10%. The ranges are
between 4.7% to 16%.
Candidate Presentation Statistics – 4 out of 5 of candidates we present to our clients are interviewed.
Diversity - 75% of our hires in 2016 were diverse as determined by our clients.
Our Candidates Remain at our Client Companies – Over 85% of our placements remain for at least 4 years at
our client’s companies.
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7. SGA Talent
Recruitment Research, Sourcing, Name Generation,
Organization Chart Mapping, Profiling
Recruitment Research , Sourcing, Name Generation, Organization Chart Mapping, Profiling
With only 65 % of the talent pool available on-line and through public sources, SGA Talent’s
Recruitment Research service allows clients to have access to those passive candidates not readily
availably publicly or even accessible to the competition, creating a recruiting edge for our clients.
Our main goal with this service is to create and deliver the entire talent pool of potential candidates
with information that is comprehensive, detailed and complete. This information continues to produce
recruiting efficiency while speeding up the recruiting process.
Our findings are delivered in Excel, organization chart or Microsoft Word dependant upon our client’s
needs.
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9. Example: Excel/CSV Format
Research Example with Live Links
Company First Name Last Name
Titles/Depts/
JobFunction Address City State Zip
HQ/Main
Telephone
Direct Dial
Telephone Reports to Email Profile
Aramark @
Fenway Daniel Regan, Jr.
General
Manager 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext. 4991
regan-
daniel@aramar
k.com
Aramark @
Fenway Rich Roper
Regional Vice
President,
Concessions 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4925 Daniel Regan
roper-
rich@aramark.
com Rich Roper
Aramark @
Fenway Sean Kimsey
Division
Manager,
Concessions 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext. 4926 Rich Roper
kimsey-
sean@aramark
.com Sean Kimsey
Aramark @
Fenway David Mazzarelli
Human
Resource
Manager 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4924 Rich Roper
mazzarelli-
david@aramar
k.com
David
Mazzarelli
Aramark @
Fenway Richard Armstrong
Manager, Food
Services 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4922 Rich Roper
armstrong-
richard@arama
rk.com
Richard
Armstrong
Aramark @
Fenway Michael Melisi II
Senior
Controller 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4920 Rich Roper
melisi-
michael@aram
ark.com
Michael Melisi
II
Aramark @
Fenway Walter MacDougall
Director,
Maintenance 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4955 Rich Roper
macdougall-
walter@aramar
k.com
Walter
MacDougall
Aramark @
Fenway Caitlin Kneafsey Director, Retail 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext. 4949 Rich Roper
kneafsey-
caitlin@aramar
k.com
Caitlin
Kneafsey
Aramark @
Fenway Ronald Abell
Senior
Executive Chef 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4956 Rich Roper
abell-
ronald@aramar
k.com
Aramark @
Fenway William O'Brien
Director, Food
& Beverage 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4958 Rich Roper
obrien-
william@arama
rk.com William O'Brien
Aramark @
Fenway Byron Hayden
Director,
Facilities 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4966 Rich Roper
hayden-
byron@aramar
k.com Byron Hayden
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13. Case Study: Fortune 100 Insurance Company
Fortune 100 Insurance Company- Senior level executives were about to retire and this attrition could not be
filled from within. SGA Talent was asked to create organization charts of 15 top competitors from the Chief
Executive Officer down to Director level profiling each and identifying diverse professionals.
Results :
Provided Access to a talent pool of 1,500 potential candidates.
Ability to strategically recruit only the talent who best fit their needs.
Within five weeks 22 candidates were presented and 5 were hired.
All of the research gathered throughout this process was shared between talent acquisition and talent
management as well as used for future hires.
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14. Case Study: Public Life Insurance Company
Public Life Insurance Company- Corporate Vice President, Data Analytics
Our client had a situation with a long-standing employee resigning on very short notice. With no appropriate
replacement existing within the company it was imperative that the role be filled within four to six weeks.
The search was nationwide, specifically seeking candidates within the insurance industry or found within a top
consulting firm. With the talent pool being seemingly limited, we were able to fill the pipeline with candidates
after 12 working days.
The successful hire was recruited from Accenture and onboard within 30 days.
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15. Case Study: Dental Company
Dental Company: Sales Representatives
Our client was a major diversified company experiencing significant growth. We were asked to recruit sales
representatives for eight markets (four metro & four rural).
Our mandate was to fill these eight market positions within a 12 to 18 week time period. The recruiting
strategy was to first create the potential talent pool within each market to create recruiting efficiency, followed
by aggressive passive candidate recruiting efforts.
Our team was able to recruit, vet and present five candidates per market for each scheduled interview day.
Together our team and our client’s team were able to successfully complete the goal within a 13 week time-
frame.
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16. Long-Term Recruiting Partnership:
A Multinational, Biotechnology Product
Development Company
Our client, a multinational, biotechnology product development company has called upon SGA Talent over
the last three years for a number of positions when roles were challenging and their recruiting teams needed
assistance. As a trusted, dependable partner SGA Talent consistently met the goals set by each recruiter and
hiring manager.
A sampling of the roles worked in during 2016
Talent Acquisition Leaders – This assignment lasted for two months and resulted in two hires. The
cost per hire for this position was less than 7%.
Vice President, Quality & Regulatory Affairs – This assignment took four weeks to complete. The cost
per hire for this position was 3%.
Quality Assurance Specialist – This assignment lasted three weeks. Our team provided additional
support to partner’s recruiting team. Within the three week time period we presented three candidates.
Senior Manager, Quality Assurance – This assignment lasted approximately six weeks. Our team
provided additional support to the partner’s recruiting team. We were able to present numerous
candidates during this time period.
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17. Long-Term Recruiting Partnership:
Big 4 Consulting Firm
Our client is a Big 4 Consulting Company who has been growing a number of their teams and has
called upon us consistently for over five years for recruiting assistance. Our relationship is truly a
partnership. Currently, we are engaged with 8 key assignments in which continuous pipeline
development is yielding on average 1-3 resumes per week ,per assignment.
These highly critical open positions are in Analytics and Information Management practice; with
Advanced Analytics, Big Data Architecture, and Information Delivery experience. The levels are
consultants through director levels.
The weekly goal that is necessary to keep pace with these recruiting numbers requires the addition
of 65 new names per week and the ability to have access to very targeted professionals
requiring recruitment research as part of the overall process. Furthermore it is imperative
that relationships must be created, not to mention nurtured due to the fact that these highly sought
after professionals can be very valuable to their competitors, having said that we, at SGA Talent want
to be the first call when these professionals are ready to make a move.
After just three months results include a talent pool of over 800 plus per assignment, with 3 hires, 3
additional offers and many in the pipeline to be interviewed. Our cost per hire ranges from 6-15% and
obviously well below the 20-25% contingency rate.
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18. Long-Term Recruiting Partnership:
Multinational Technology Company
Our client is a Professional Services Arm of a Multinational Technology Company and has been a
partner of ours for over 10 years. This relationship has been a true partnership because at any time
SGA Talent could be working on just recruitment research assignments or recruiting, and sometimes
both. Most recently we were retained to identify and recruit Partners for 5 of their major segments;
Industrial, Financial Services, Distribution, Public Sector and Canada.
With changes at the top, we had to identify Strategic Partners who were change agents, ready to be
part of a movement. Exciting, challenging, demanding and exhilarating were how our team felt when
called upon for this work. Given just 12 weeks the work began.
Quickly we assembled a team of recruitment research and recruiting professionals to tackle each of
the 5 sectors, creating a talent pool totaling over 3000 professionals all with emails, direct dials,
biographies in a Google Sheet that was shared with our clients.
Our 12 week projected did extend further out, but the end result was the placement of 4 Partners –
Aerospace, Internet of Things, Retail, and Consumer Goods.
The cost per hire was less than 5% of total compensation.
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19. SGA Talent Looks Forward to
Partnering with You!
How may we help you achieve your hiring goals?
20. SGA Talent
Setting the Standards for On-Demand Recruiting & Recruitment
Research Services
Experienced - Dependable - Results Driven
Celebrating 28 Years
Sheila Greco, President/CEO
(518) 843-4611 Ext. 221
sgreco@sgatalent.com
174 County Highway 67.Amsterdam, NY 12010
(518) 843-4611
www.sgatalent.com