We live in times where people can claim many things ,I wanted to offer some detailed back up to add credibility to my involvement. The Power Point was prepared for Senior Management at Indymac Bank as they looked to have me expand out of a total Recruitment role into the long term development of the 1500 + national sales force. You will note that the testimonials come from a very broad spectrum of people including the Head of Mergers and Acquisitions , Presidents of outside companies as well as the ground level team members.
The document provides advice from experts on how to convince candidates to take a new job opportunity. It summarizes insights from interviews with 7 candidates and 2 recruiters on the best recruiting practices. The key recommendations are to personalize outreach by showing candidates are a good fit, make it easy for candidates to research the company online, listen to understand candidates' goals and find the right opportunities for them, be honest about both the positives and challenges of the role and company, connect candidates with current employees, advocate for strong candidates during the hiring process, and follow up after candidates are hired.
Dan Beeman is the founder of Sponsorship Insights Group. He is described as personable, goal-oriented, knowledgeable about the sponsorship industry, and skilled at networking and inspiring others. Multiple references praise Dan's leadership, work ethic, passion for the industry, and ability to connect people and help them succeed.
The article discusses the Standard Invesmart Business Integration Team (SIBIT), which is an 8-person team composed of employees from both The Standard and Invesmart. The team works full-time on integrating the business operations of the two companies. Each member acts as a liaison between the various project teams involved in business process and systems integration. The team serves as a clearinghouse of information to help avoid duplication and ensure all details are addressed. The team members highlighted the value of bringing together expertise from both companies and having a central team focused solely on integration efforts.
This paper is a helpful guide to Brand Managers and C-level executives looking to make a more informed decision prior to beginning a relationship with their next agency. As they begin the process, they’ll hear a variety of arguments on why certain agencies should be selected for their branding efforts, but this paper helps such decision-makers not only identify certain arguments from agencies that are thin on substance and the reality that exists in place of each myth, but the suggested solution to keep the search and selection process on task, focused and to the company’s end benefit.
This document discusses three key ways for businesses to grow: 1) Get more customers, 2) Increase average sale value, and 3) Increase customer purchase frequency. It provides tips for each, such as optimizing websites for search engines to attract new customers, understanding customer needs and problems to address, keeping existing customers happy through follow-ups, and asking customers for referrals. The document emphasizes that growing in even one of these three areas can help a business succeed and stresses the importance of understanding business metrics like customer numbers and purchase data.
Michelle Dear has provided excellent customer service and support to many clients based on the testimonials provided. The testimonials praise Michelle for her outstanding help, commitment to clients, knowledge, and ability to quickly resolve issues. Clients express their appreciation and say Michelle is an asset to the company.
Ken Stevens completed Phase 1 of his training with VFG within 10 days of joining. He has over 20 years of experience in corporate finance. His goals in joining VFG include earning $400,000 per year within 5 years to supplement his retirement and help his aging parents. He is passionate about financial literacy education. [/SUMMARY]
Rod Kersch has substantially improved the performance of the First Data South Region sales team as Vice President over the last year. He expanded the team from 1 to 6 sales directors and 46 to 66 business consultants. Rod also played a key role in retaining bank relationships and acquiring new major customers. Under his leadership, the region saw an 11% increase in quarterly volume, 41% growth in POS revenue, and 29% improvement in productivity. Based on these accomplishments, his former supervisor believes Rod would be an asset for any company seeking a seasoned leader with a proven track record of team development and financial growth.
The document provides advice from experts on how to convince candidates to take a new job opportunity. It summarizes insights from interviews with 7 candidates and 2 recruiters on the best recruiting practices. The key recommendations are to personalize outreach by showing candidates are a good fit, make it easy for candidates to research the company online, listen to understand candidates' goals and find the right opportunities for them, be honest about both the positives and challenges of the role and company, connect candidates with current employees, advocate for strong candidates during the hiring process, and follow up after candidates are hired.
Dan Beeman is the founder of Sponsorship Insights Group. He is described as personable, goal-oriented, knowledgeable about the sponsorship industry, and skilled at networking and inspiring others. Multiple references praise Dan's leadership, work ethic, passion for the industry, and ability to connect people and help them succeed.
The article discusses the Standard Invesmart Business Integration Team (SIBIT), which is an 8-person team composed of employees from both The Standard and Invesmart. The team works full-time on integrating the business operations of the two companies. Each member acts as a liaison between the various project teams involved in business process and systems integration. The team serves as a clearinghouse of information to help avoid duplication and ensure all details are addressed. The team members highlighted the value of bringing together expertise from both companies and having a central team focused solely on integration efforts.
This paper is a helpful guide to Brand Managers and C-level executives looking to make a more informed decision prior to beginning a relationship with their next agency. As they begin the process, they’ll hear a variety of arguments on why certain agencies should be selected for their branding efforts, but this paper helps such decision-makers not only identify certain arguments from agencies that are thin on substance and the reality that exists in place of each myth, but the suggested solution to keep the search and selection process on task, focused and to the company’s end benefit.
This document discusses three key ways for businesses to grow: 1) Get more customers, 2) Increase average sale value, and 3) Increase customer purchase frequency. It provides tips for each, such as optimizing websites for search engines to attract new customers, understanding customer needs and problems to address, keeping existing customers happy through follow-ups, and asking customers for referrals. The document emphasizes that growing in even one of these three areas can help a business succeed and stresses the importance of understanding business metrics like customer numbers and purchase data.
Michelle Dear has provided excellent customer service and support to many clients based on the testimonials provided. The testimonials praise Michelle for her outstanding help, commitment to clients, knowledge, and ability to quickly resolve issues. Clients express their appreciation and say Michelle is an asset to the company.
Ken Stevens completed Phase 1 of his training with VFG within 10 days of joining. He has over 20 years of experience in corporate finance. His goals in joining VFG include earning $400,000 per year within 5 years to supplement his retirement and help his aging parents. He is passionate about financial literacy education. [/SUMMARY]
Rod Kersch has substantially improved the performance of the First Data South Region sales team as Vice President over the last year. He expanded the team from 1 to 6 sales directors and 46 to 66 business consultants. Rod also played a key role in retaining bank relationships and acquiring new major customers. Under his leadership, the region saw an 11% increase in quarterly volume, 41% growth in POS revenue, and 29% improvement in productivity. Based on these accomplishments, his former supervisor believes Rod would be an asset for any company seeking a seasoned leader with a proven track record of team development and financial growth.
Denver Coach Federation Newsletter December 2011ICF Colorado
This document provides a summary of the December 2011 issue of the Denver Coach Federation newsletter. It includes:
1) A message from the DCF President wishing members gratitude, hope, belief, and anticipation for the new year.
2) Announcement that the next DCF meeting will be on January 12th, 2012 and will feature a speaker on social media and mobile marketing.
3) A list of upcoming volunteer opportunities for DCF members, including facilitating special interest groups, blog writing, and assisting with community outreach events.
The document discusses the importance of building relationships for business success. It provides examples of entrepreneurs like James Furnner and Marcus Lemonis who prioritize relationships with customers, vendors, employees and other businesses. Furnner maintains a contact database and daily routines to nurture relationships. The document argues that establishing trust and providing good customer service through quality relationships can lead to loyalty, referrals and business growth. It invites the reader to learn more about implementing relationship-focused business strategies.
Laura Eling from Dayton Children's Hospital sent an email to Luke Feerer praising his great work with families at the hospital. She said everyone has been providing amazing comments about how great Luke is with families and that he is a great asset. Kelly Wills, manager of volunteer services at Dayton Children's, wrote a letter stating that Luke volunteered at the hospital from 2013 to 2015, contributing 68 hours. The letter praised Luke for upholding the hospital's values and ensuring compliance with policies. Isidoro Fernandez, a vendor administration lead, emailed Luke praising him for being proactive when his computer crashed while working on a property, and for still completing the work. Teresa Rodriguez also emailed
9 Attributes Of A World-Class Channel ChiefImpartner
This eBook provides an extensive and thought provoking look at the attributes required to be a top channel chief in today's market, which more and more must match that of other C-suite players or they risk channel performance that lags behind competitors and being replaced by leaders with a more contemporary skill set.
Transwestern’s interactive quarterly newsletter, The TW-Wire, has contributed to the interconnectivity of executives across our Midwest offices in Milwaukee, Detroit and St. Louis. My professional contributions involve designing and coordinating with other marketing executives while also writing and editing to produce this seasonal newsletter.
Michelle Nelson founded Back 2 Basics Marketing, LLC in 2007 with less than $300. Starting from her hometown of Peoria, IL, she realized there was a need for a marketing company that served both small and large businesses. Today, Back 2 Basics Marketing has grown and expanded to offices in St. Louis, MO and Denver, CO, serving a nationwide array of clients. Michelle is grateful she took the chance to move to St. Louis, which allowed her company to grow and bless her with clients, friends, and team members.
Carolina Recruitment (CR) was established in 2001 by Melissa Gladden to provide innovative staffing solutions to local businesses. With a reputation for honesty and personalized customer service, CR has become a leader in staffing development for companies with national and international operations. CR offers services such as staffing, human resources support, payroll, and permanent placements while embracing diversity and community involvement.
Michael Proper grew up in foster care and faced significant adversity as a child. After being emancipated at age 16, he started his career doing manual labor jobs. He later gained experience in the technology industry and in 2000 founded DirectPointe, a successful IT management company. DirectPointe offers managed computing services to small and medium-sized businesses, handling all of a client's technology needs for a monthly fee. Proper credits his difficult childhood with shaping his perspective and drive to succeed. He hopes to continue growing DirectPointe, which he sees becoming a billion dollar business.
This document contains information from a presentation on employee engagement and satisfaction. It includes:
1) Lists of the top contributors to employee satisfaction and engagement according to different studies, such as meaningful work, caring leadership, and appreciation.
2) Assignments for leaders to improve engagement, such as rebuilding trust after mistakes, identifying truth-tellers on their team, and focusing on their impact on employees.
3) Questions for managers to know the answers to for their direct reports to better understand them and their work.
4) A suggestion to continue "re-recruiting" current employees through ongoing engagement efforts like coaching, acknowledging life events, and investing in their first year on the job.
This document provides information about investment property depreciation reporting services from DEPPRO exclusively for CPA Australia members. It summarizes:
1) DEPPRO helps clients maximize tax benefits from investment properties through compliant depreciation reports tailored for commercial or residential properties of any size or age.
2) Through a partnership with RP Data, CPA Australia members can access additional exclusive reports and property purchase research benefits in addition to standard depreciation reports.
3) DEPPRO makes depreciation reporting easy for accountants and their clients through their tailored services and online portal.
Business innovation and mastery in singaporeKelvin Loon
1. Masterpieces from creators - Are they engaged and happy ?
2. Case Study from Jack Welch
3. How do you discover a compelling core purpose
4. Will you be the CMO of your organisation
5. Connect with us
The Future of Contact Centers: A New Paradigm for Superior Customer ExperienceAggregage
Most contact center leaders view the touchpoint from agent to customer as the most important. The rise of chatbots and AI has changed that. Join Jim Rembach, Editor in Chief of CX Global Media, and learn how to seamlessly weave great technology with happy, empowered contact center agents.
The document describes gifts that were donated by various individuals and organizations for a recognition program held by Strategic Partners. It provides details on each gift such as what it is, who donated it, and instructions for how to redeem the gift. There is a list of over 20 gifts available for attendees to choose from, including workshops, massages, sports tickets, paintings, and more. The document instructs attendees to email a specific address indicating their top three gift choices and a commitment they will make in the upcoming year to qualify for receiving one of the gifts.
Slides, stats, and scripts from Todd Duncan's recent Mortgage Coach Friday Mastermind
This is just a small sample of scripts and value from Toddy's upcoming Sales Mastery 2019
Barry Kleiman and Pamela Tucker both successfully changed careers with the help of a career coach. Some keys to their success included:
1) Conducting in-depth research into their interests and skills to identify viable career options and determine what training they needed.
2) Gaining relevant experience and training, such as Barry completing franchise training and Pamela obtaining a retail certificate.
3) Persistently networking, with Pamela eventually landing a job after numerous rejections by presenting research and maintaining contacts.
4) Relying on their career coach for guidance, accountability, and emotional support during moments of self-doubt in their career transitions.
Cindy Ertman's REFI scripts and email templateMortgage Coach
Cindy Ertman has closed over $200M in a single year and today's she's coaching top producers. Watch this interview to learn the scripts and email templates she's created with her clients to help optimize the REFI WAVE as a purchase first mortgage advisor.
The document discusses how Mortgage Coach can help mortgage professionals, borrowers, and realtors. It says that Mortgage Coach allows realtors to easily access information on mobile devices and provides borrowers a simple yet impactful experience through video, graphs, and charts rather than complicated paperwork. The document also provides sample scripts for mortgage professionals to position themselves as trusted advisors who use Mortgage Coach's Total Cost Analysis to help borrowers potentially save tens of thousands over the life of their loan.
The survey summarizes salaries and career histories of 1578 marketing and advertising professionals. On average, Assistant Planners earn $58,250 annually with 1.5 years of planning experience. Planners earn $77,830 on average with 4.7 years of experience. Senior Planners earn $135,583 with 6.3 years of experience. The largest represented cities are New York, Los Angeles, San Francisco, and Boston.
Slide deck used for a webinar on the use of Inbound Marketing for Recruitment. Gives a good be of insight into what Inbound Marketing is, how it can be used for acquiring customers, but also to how you can use it to bag new candidates too.
Consumer And Recruitment Marketing Final Bookletprimary
This document provides an overview of a series of booklets on marketing, recruitment, and retention tactics for long-term care facilities. Booklet One focuses on developing a marketing plan and HR recruitment tools and tactics. It discusses the importance of marketing to attract staff and residents. The booklet is divided into two sections: 1) developing a marketing plan through determining needs, messages, and advertising vehicles and 2) HR recruitment tactics using the internet, job fairs, and accessing the local labor market. Templates and worksheets are also provided to help facilities with their marketing and recruitment efforts.
A Recruiting Leaders Guide to Recruitment Marketing Next PracticesSmashFly Technologies
This document discusses recruitment marketing and provides definitions and explanations of key concepts. It begins with introductions of the presenters, Kyle Lagunas and Chris Brablc. It then covers the evolution of recruiting and defines recruitment marketing. The three components of recruitment marketing are discussed as talent discovery, talent attraction, and talent engagement. Examples and definitions are provided for various elements of each component. The presentation agenda is also summarized.
Denver Coach Federation Newsletter December 2011ICF Colorado
This document provides a summary of the December 2011 issue of the Denver Coach Federation newsletter. It includes:
1) A message from the DCF President wishing members gratitude, hope, belief, and anticipation for the new year.
2) Announcement that the next DCF meeting will be on January 12th, 2012 and will feature a speaker on social media and mobile marketing.
3) A list of upcoming volunteer opportunities for DCF members, including facilitating special interest groups, blog writing, and assisting with community outreach events.
The document discusses the importance of building relationships for business success. It provides examples of entrepreneurs like James Furnner and Marcus Lemonis who prioritize relationships with customers, vendors, employees and other businesses. Furnner maintains a contact database and daily routines to nurture relationships. The document argues that establishing trust and providing good customer service through quality relationships can lead to loyalty, referrals and business growth. It invites the reader to learn more about implementing relationship-focused business strategies.
Laura Eling from Dayton Children's Hospital sent an email to Luke Feerer praising his great work with families at the hospital. She said everyone has been providing amazing comments about how great Luke is with families and that he is a great asset. Kelly Wills, manager of volunteer services at Dayton Children's, wrote a letter stating that Luke volunteered at the hospital from 2013 to 2015, contributing 68 hours. The letter praised Luke for upholding the hospital's values and ensuring compliance with policies. Isidoro Fernandez, a vendor administration lead, emailed Luke praising him for being proactive when his computer crashed while working on a property, and for still completing the work. Teresa Rodriguez also emailed
9 Attributes Of A World-Class Channel ChiefImpartner
This eBook provides an extensive and thought provoking look at the attributes required to be a top channel chief in today's market, which more and more must match that of other C-suite players or they risk channel performance that lags behind competitors and being replaced by leaders with a more contemporary skill set.
Transwestern’s interactive quarterly newsletter, The TW-Wire, has contributed to the interconnectivity of executives across our Midwest offices in Milwaukee, Detroit and St. Louis. My professional contributions involve designing and coordinating with other marketing executives while also writing and editing to produce this seasonal newsletter.
Michelle Nelson founded Back 2 Basics Marketing, LLC in 2007 with less than $300. Starting from her hometown of Peoria, IL, she realized there was a need for a marketing company that served both small and large businesses. Today, Back 2 Basics Marketing has grown and expanded to offices in St. Louis, MO and Denver, CO, serving a nationwide array of clients. Michelle is grateful she took the chance to move to St. Louis, which allowed her company to grow and bless her with clients, friends, and team members.
Carolina Recruitment (CR) was established in 2001 by Melissa Gladden to provide innovative staffing solutions to local businesses. With a reputation for honesty and personalized customer service, CR has become a leader in staffing development for companies with national and international operations. CR offers services such as staffing, human resources support, payroll, and permanent placements while embracing diversity and community involvement.
Michael Proper grew up in foster care and faced significant adversity as a child. After being emancipated at age 16, he started his career doing manual labor jobs. He later gained experience in the technology industry and in 2000 founded DirectPointe, a successful IT management company. DirectPointe offers managed computing services to small and medium-sized businesses, handling all of a client's technology needs for a monthly fee. Proper credits his difficult childhood with shaping his perspective and drive to succeed. He hopes to continue growing DirectPointe, which he sees becoming a billion dollar business.
This document contains information from a presentation on employee engagement and satisfaction. It includes:
1) Lists of the top contributors to employee satisfaction and engagement according to different studies, such as meaningful work, caring leadership, and appreciation.
2) Assignments for leaders to improve engagement, such as rebuilding trust after mistakes, identifying truth-tellers on their team, and focusing on their impact on employees.
3) Questions for managers to know the answers to for their direct reports to better understand them and their work.
4) A suggestion to continue "re-recruiting" current employees through ongoing engagement efforts like coaching, acknowledging life events, and investing in their first year on the job.
This document provides information about investment property depreciation reporting services from DEPPRO exclusively for CPA Australia members. It summarizes:
1) DEPPRO helps clients maximize tax benefits from investment properties through compliant depreciation reports tailored for commercial or residential properties of any size or age.
2) Through a partnership with RP Data, CPA Australia members can access additional exclusive reports and property purchase research benefits in addition to standard depreciation reports.
3) DEPPRO makes depreciation reporting easy for accountants and their clients through their tailored services and online portal.
Business innovation and mastery in singaporeKelvin Loon
1. Masterpieces from creators - Are they engaged and happy ?
2. Case Study from Jack Welch
3. How do you discover a compelling core purpose
4. Will you be the CMO of your organisation
5. Connect with us
The Future of Contact Centers: A New Paradigm for Superior Customer ExperienceAggregage
Most contact center leaders view the touchpoint from agent to customer as the most important. The rise of chatbots and AI has changed that. Join Jim Rembach, Editor in Chief of CX Global Media, and learn how to seamlessly weave great technology with happy, empowered contact center agents.
The document describes gifts that were donated by various individuals and organizations for a recognition program held by Strategic Partners. It provides details on each gift such as what it is, who donated it, and instructions for how to redeem the gift. There is a list of over 20 gifts available for attendees to choose from, including workshops, massages, sports tickets, paintings, and more. The document instructs attendees to email a specific address indicating their top three gift choices and a commitment they will make in the upcoming year to qualify for receiving one of the gifts.
Slides, stats, and scripts from Todd Duncan's recent Mortgage Coach Friday Mastermind
This is just a small sample of scripts and value from Toddy's upcoming Sales Mastery 2019
Barry Kleiman and Pamela Tucker both successfully changed careers with the help of a career coach. Some keys to their success included:
1) Conducting in-depth research into their interests and skills to identify viable career options and determine what training they needed.
2) Gaining relevant experience and training, such as Barry completing franchise training and Pamela obtaining a retail certificate.
3) Persistently networking, with Pamela eventually landing a job after numerous rejections by presenting research and maintaining contacts.
4) Relying on their career coach for guidance, accountability, and emotional support during moments of self-doubt in their career transitions.
Cindy Ertman's REFI scripts and email templateMortgage Coach
Cindy Ertman has closed over $200M in a single year and today's she's coaching top producers. Watch this interview to learn the scripts and email templates she's created with her clients to help optimize the REFI WAVE as a purchase first mortgage advisor.
The document discusses how Mortgage Coach can help mortgage professionals, borrowers, and realtors. It says that Mortgage Coach allows realtors to easily access information on mobile devices and provides borrowers a simple yet impactful experience through video, graphs, and charts rather than complicated paperwork. The document also provides sample scripts for mortgage professionals to position themselves as trusted advisors who use Mortgage Coach's Total Cost Analysis to help borrowers potentially save tens of thousands over the life of their loan.
The survey summarizes salaries and career histories of 1578 marketing and advertising professionals. On average, Assistant Planners earn $58,250 annually with 1.5 years of planning experience. Planners earn $77,830 on average with 4.7 years of experience. Senior Planners earn $135,583 with 6.3 years of experience. The largest represented cities are New York, Los Angeles, San Francisco, and Boston.
Slide deck used for a webinar on the use of Inbound Marketing for Recruitment. Gives a good be of insight into what Inbound Marketing is, how it can be used for acquiring customers, but also to how you can use it to bag new candidates too.
Consumer And Recruitment Marketing Final Bookletprimary
This document provides an overview of a series of booklets on marketing, recruitment, and retention tactics for long-term care facilities. Booklet One focuses on developing a marketing plan and HR recruitment tools and tactics. It discusses the importance of marketing to attract staff and residents. The booklet is divided into two sections: 1) developing a marketing plan through determining needs, messages, and advertising vehicles and 2) HR recruitment tactics using the internet, job fairs, and accessing the local labor market. Templates and worksheets are also provided to help facilities with their marketing and recruitment efforts.
A Recruiting Leaders Guide to Recruitment Marketing Next PracticesSmashFly Technologies
This document discusses recruitment marketing and provides definitions and explanations of key concepts. It begins with introductions of the presenters, Kyle Lagunas and Chris Brablc. It then covers the evolution of recruiting and defines recruitment marketing. The three components of recruitment marketing are discussed as talent discovery, talent attraction, and talent engagement. Examples and definitions are provided for various elements of each component. The presentation agenda is also summarized.
seles promotion in fmcg sector Ppt finalmilan moliya
The document discusses sales promotion strategies for fast moving consumer goods (FMCG) companies in India, specifically those related to soap and detergent products. It provides an overview of the FMCG industry in India, including key product categories and major players. It then discusses various factors that influence demand for FMCG products like price, place of distribution, product characteristics, and promotion strategies. Specific promotion techniques used in the industry like coupons, discounts, and bundling offers are also outlined. PESTEL and SWOT analyses are provided to discuss macroenvironmental influences and strengths/weaknesses of FMCG companies.
RECRUITMENT AND SELECTION OF SALES FORCES rohit12692
This presentation discusses the recruitment and selection process of sales forces. It defines recruitment as discovering potential candidates for jobs and selection as dividing candidates into those who will and will not be offered employment. The importance of recruiting and selecting salespeople is that they represent the corporate image and are critical to business survival and growth. Sources of recruitment discussed include internal sources like current employees and transfers, and external sources like placement agencies, competitors, educational institutions, and sales clubs. The selection process was outlined as including preliminary interviews, applications, formal interviews, references, testing, physical examinations, and employment offers.
1. The document discusses planning for recruiting successful sales executives, including identifying key characteristics, profiling successful candidates, and outlining the recruitment and selection process.
2. The recruitment and selection process involves job analysis, developing job qualifications and descriptions, setting objectives and strategies, and using various sources and methods to evaluate candidates.
3. Legal and ethical considerations are important to avoid discrimination and ensure compliance with relevant legislation.
The document discusses the process of recruitment and selection of sales force. It involves identifying qualified candidates through sources like internal promotion or external hiring. The selection process consists of application screening, interviews, tests, reference and background checks and making a final job offer. Key steps include creating a hiring profile, evaluating applications, conducting structured and informal interviews, administering psychological and ability tests, checking references, conducting medical examinations and placing the selected candidates in suitable job roles. The overall goal is to recruit and select the best suited individuals for the sales jobs through a detailed process.
role of sales promotion in FMCG Sector (Bathing Soaps)Yug Bokadia
The document outlines a research project on the role of sales promotion in fast moving consumer goods (FMCG). It discusses the purpose, objectives, hypotheses, methodology, design, data collection, analysis and findings of the research. The research aims to study consumer preferences and behavior regarding sales promotions for bathing soaps. It uses surveys of 25 consumers and retailers to collect primary data and secondary sources to analyze the impact of promotions. Key findings include that consumers prefer promotional schemes that offer more quantity at lower cost and quality remains important.
Recruitment and Selection in FMCG IndustryNahid Anjum
This document provides an overview of the FMCG sector including its characteristics, levels, job roles, requirements, and how it differs from other sectors like IT and financial. It analyzes 4 FMCG players - Cadbury, GSK, ABD, and Heinz. It discusses the FMCG sector in terms of its characteristics like stability, growth potential, and nationwide opportunities. It outlines the different levels and job roles in the sector and how one can progress between the roles. It also covers the requirements, schemes, policies, and benefits of working in the FMCG sector.
The document outlines a recruitment strategy for DC Public Schools to attract and retain top teaching talent. Key points of the strategy include:
1) Establishing human capital relationship managers who are responsible for recruiting, selecting, and placing teachers to ensure a good fit between teachers and schools.
2) Creating a value proposition for teachers that focuses on support, leadership opportunities, and being part of a successful system aimed at closing achievement gaps.
3) A multi-pronged approach including performance pay, strategic partnerships to reward teachers, and investing in professional development pathways.
4) An implementation plan and budget to roll out the new recruitment structure and initiatives over the next year.
Supply chain study of project shakti(Hindustan Unilever))Sudheer Kumar
The document discusses Project Shakti, a rural initiative launched by Hindustan Unilever Ltd. in 2001. The project aims to provide income opportunities for rural women through direct selling of HUL products. It discusses how Shakti entrepreneurs are selected in villages and given an initial investment to start door-to-door selling. Currently, the project covers over 100,000 villages through 45,000 Shakti entrepreneurs across 15 states. The supply chain ensures sustainable sourcing and community involvement in sales and distribution. Project Shakti aligns HUL's competitive strategies with its supply chain strategies to achieve strategic fit.
Effect of Sales Promotion on the sale of FMCG productsImran Sayed
This document discusses a research project on the effect of sales promotion on the sale of fast-moving consumer goods (FMCG) products with respect to retail malls. It provides background on FMCG products and characteristics, introduces the concepts of retailing and retail malls in India, and discusses sales promotion tools and objectives. The document outlines the research methodology, which involves examining consumer preferences and tradeoffs related to sales promotion offers. It also studies the impact of promotions in the soap and detergent industry and consumer behavior regarding these products.
This document discusses the role of sales promotions in the fast-moving consumer goods (FMCG) sector. It begins by defining FMCG products as everyday consumer items that have a relatively fast inventory turnover and are purchased frequently. Sales promotions are an important part of marketing strategy for most FMCG companies. A survey was conducted to analyze consumer behavior and responses to sales promotion campaigns. The results showed that while some customers are strongly loyal to brands, consumers do respond to and are influenced by sales promotion activities.
The document discusses career opportunities at Unilever Bangladesh Ltd. It describes the various departments including Brands & Development, Supply Chain, Human Resources, Finance, IT, and Customer Development. It outlines the key skills needed for each department and discusses the recruitment and selection processes at Unilever.
The document discusses the process of recruiting and selecting a sales force. It involves analyzing job requirements, preparing job descriptions, identifying qualifications, attracting applicants from various sources, screening candidates, and selecting the best recruits through a multi-step process. Once selected, new salespeople go through a socialization process to integrate them into the sales force and organization.
Hindustan Unilever Limited (HUL) is the largest fast-moving consumer goods company in India. It was incorporated in 1933 and is headquartered in Mumbai, with over 16,000 employees. HUL is majority owned by Unilever, with brands spanning food, beverages, cleaning agents and personal care. HUL has a wide reach across India, with products used by over two-thirds of Indians and a distribution network of over 6.4 million retail outlets. The company focuses on sustainability and empowering communities through initiatives such as Project Shakti.
The Indian FMCG sector has a market size of US$25 billion and is poised to grow 10-12% annually. It has a well-established distribution network of over 6 million retail outlets across urban and rural areas. Organized retail is growing and expected to increase its share of the market to 14-18% by 2015. Rural India accounts for one-third of total consumption and FMCG companies are devising rural marketing strategies. Food products are the largest consumption category. The export potential for Indian FMCG companies is growing as they focus on international markets.
David Peters Cover Letter & Resume 4-6-15David Peters
David Peters has over 30 years of experience in sales, management, and customer service across various industries including retail, mortgage lending, and baseball. As a top producing mortgage loan officer and sales manager, he helped originate over $200 million in loans annually and personally produced between $18-26 million per year. He is skilled at training and motivating sales teams, implementing strategies to increase productivity, and ensuring compliance. Peters seeks a new position where he can continue growing his experience and helping a company succeed through his leadership, work ethic, and competitive drive.
The art of interaction: How to find and keep top employeesIntuit Inc.
The speaker discusses problems with traditional recruitment processes, which he claims are broken. Specifically, he argues that CVs are useless, job postings are ineffective at finding candidates, and interviews are sometimes a farce. However, the speaker provides an alternative solution for finding and hiring top talent. His approach involves underselling opportunities to generate intrigue, treating candidates with respect, making quick hiring decisions, and providing radical transparency and frequent feedback to employees. The speaker believes this approach can help companies find excellent employees and create a productive workplace culture, even with a small budget.
The document contains testimonials from various individuals praising Brian Moran and his book and methodology called "The 12 Week Year". The testimonials describe how The 12 Week Year process challenged them to achieve bigger goals and transformed their businesses and lives. They experienced quick and dramatic results, increased focus, and renewed commitment after applying The 12 Week Year concepts. Brian Moran is praised as an exceptional speaker who explains The 12 Week Year in an engaging way and his concepts are said to be able to take people's performance to the next level both professionally and personally.
A Day in the Life: Leveraging Social in Building Relationships in Financial S...LinkedIn Sales Solutions
The document summarizes a presentation about leveraging social media, specifically LinkedIn, in building relationships in the financial services industry. It discusses how account executives and sales development representatives can partner to prioritize accounts and prospects, build pipelines, and increase win rates. Tips are provided on engaging prospects through LinkedIn, maintaining relationships, and leveraging features like Sales Navigator to be more efficient and close more business. Social sellers are shown to create more opportunities, be more likely to achieve quotas, and outsell peers who do not use social media.
This document contains testimonials from various individuals praising Phil Lambing's work with ING Financial Partners. The testimonials describe Phil as a valuable resource, great presenter, and provider of helpful guidance and training that improved business practices and increased revenue. Many individuals said they would miss working with Phil and appreciated his support over many years.
This document contains testimonials from various individuals praising Eugene Castello, the President of Global Hawk Resources, and his 25+ years of experience in customer service, sales, marketing and debt collection. The clients highlight Gene's extensive knowledge of the industry, creative solutions, strong relationships, responsiveness and ensuring the best outcomes for his clients. They recommend Gene and Global Hawk Resources for anyone needing assistance with debt collection or business partnerships.
As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
1 1 11 Co Biz Magazine Colorado’S 25 Most Powerful Sales Peoplemschmidlen
1) The document profiles 25 of Colorado's most powerful salespeople as nominated through an online newsletter and write-ins.
2) It provides brief summaries of several salespeople, including their roles, sales achievements, sales philosophies, and tips for success.
3) The salespeople represent a variety of industries and have found ways to adapt their strategies and succeed despite the economic downturn.
Deploy a Digital Recruiting Strategy on a Startup BudgetMarie Burns
If your budget is tight AND if your effort & sweat is what is going to get it done, here are several examples of how you can get hires using inbound and outbound marketing. These examples are quick to execute, have a small budget, you can toss them or pivot away from them quickly, and they are wildly flexible to build.
HomeTown Lenders is a leading mortgage lender that has grown to over 325 employees across branches from Florida to Colorado. The company emphasizes hiring and retaining high-quality employees and branches in order to provide the best platform for success. HomeTown Lenders also supports a nonprofit organization called Mission Firefly that provides aid to villages in Guatemala, allowing employees to give back through service trips. The company's focus on people, growth, and community involvement has helped it thrive while many competitors have struggled.
This document provides materials for writing a cover letter for a CEO position, including two sample cover letters and links to additional resources. The samples cover letters are addressed to Mr. Jackson, highlight the writer's relevant qualifications and experience growing companies, and express interest in discussing how they can help the company achieve its goals in the CEO role. The document also lists useful free resources for CEO job applications and interviews available on another website, including cover letter samples and tips, resume samples, interview questions and answers, and thank you letter samples.
Session: How to Get a Yes
Presented by: Deborah Gardner CMP, Owner/Author/Speaker, DG International LLC
Date and time: Tuesday, June 25, 3:00pm
pcma.org/educon
Greg Morton has over 20 years of experience in business, sales, and marketing leadership roles. He has an MBA from Pepperdine University and a BA in Management. Throughout his career, he has delivered strong revenue and profit growth, including growing a region from $0 to $50 million annually in 4 years. Testimonials highlight his skills in leadership, team building, marketing, and delivering results.
Speaker - Jim Henderson
No business will become or remain successful by accident. Always choose your future versus letting it happen. Why leave your and your Company’s future to chance when steadfast resolve, creative planning and disciplined focus could create it instead? The question is never how good you are but how good you want to be”.
Jim’s session will leave with an understanding of the successful execution tool “backcasting” and leave you with a series of questions to consider to help clarify your business journey’s milestones and end-game.
Webinar: How To Create A Killer Presentation With Roberto MonacoMortgage Coach
The document is a transcript from a webinar about creating effective presentations to generate more business leads. It provides tips on developing compelling content through storytelling and addressing problems and solutions. It also showcases examples of loan officers who significantly increased their lead generation and closing rates by improving their presentations. Attendees are offered opportunities to get more training from Mortgage Coach experts and try out presentation tools and strategies discussed in the webinar.
My Most Stressful Sales — By Joseph Fung, CEO, Kiite Inc
1. First Sale of a New Product
2. Raising Equity Investments
3. First Sales Through a Channel
4. Selling the Company
5. First Sales Through an AI
http://www.kiite.ai
Greg Morton has over 20 years of experience in business, sales, and marketing leadership roles. He has an MBA from Pepperdine University and a BA in Management. Throughout his career, he has delivered significant revenue growth including growing a region from $0 to $50 million annually in 4 years. He is skilled at developing high-performing teams, branding, and digital marketing strategies. Testimonials praise his strong work ethic, customer focus, and ability to motivate others.
Management Recruiters International is one of the largest executive search firms in the world with 900 offices in over 35 countries. It has over 3,000 recruiters and a database of over 1.5 million candidates. Joe Cianciolo is a senior account manager with Management Recruiters of Cleveland-Southwest, with over 15 years of experience in various industries, especially finance and accounting. He presents his services, which include permanent placement, contract staffing, and retained search to fill positions quickly for clients ranging from small to large companies.
I delivered this talk to the Communitech Senior Sales Peer 2 Peer group, where we discussed some of the toughest sales a CEO will ever go through. I share some personal anecdotes and tactics that worked well for me.
Deluxe saw a need to build an online talent community to engage potential job candidates as its business needs shifted from print to digital. It hired Stacy Van Meter as its first Talent Community Manager. Her role is to learn about Deluxe's business, collaborate internally, establish an online strategy, and create a roadmap for engaging talent through social media and a dedicated online channel. She is working with various departments to develop a hybrid structure to effectively lead and manage Deluxe's social media and talent initiatives.
1. Sales Force Development
p
Successful Recruitment ,Sales Training and Market
Share Growth Systems
Dixon Judd
Partner
www.prgworld.com
Performance Resource Group p
“ Decide to Compete at Your Highest Level”
Knowledge is Power ,only when APPLIED
only
2. Our Name Say’s it all:
“Performance” Resource Group
1.USP : If there were a way for you to have 143 Realtors in front of your Sales Force that would provide you
with 25 loans and 62 new referral partner, relationships in one day, would you want to know about it?
2.The Reason for asking is; that there just may be a way for you to do this. In order for us to
determine how well this idea might work for you, Call 507-PRG-0007.
3.143 Realtors at your private tables
4. 3 hours of rapport building together
5. 25 loans that day
6. 62 new referral partner relationships
7. $
$78,124.00 average in new revenue, for a one time investment of $81.00 per Realtor
8. You pick the day and block out your calendar for 4 hours that day
…. then Dial 507-PRG-0007
507 PRG 0007
9. Ask about our Money Back guarantee
3. Experience ,when it matters most:
Proven Leadership with an emphasis on Recruitment ,Training and sustained Market
S a e Growth.
Share G o t
Very unique background that provides in - depth working knowledge of top 10 Mortgage
Companies with emphasis in Recruitment, Training and Sales Management
Tremendous network that enhances competitive advantages. Our website averages over
30,000 hits per month with more than 7,300 active members in 4 countries.
Considered by many to be “Th S l ti
“The Solution “ to high impact positive results.
The unbeatable combination of Street Credibility and Senior Management experience.
4. Sustained Results among the Top Sales Professionals
Chris Morris
Senior Vice President , Bank of America
Retail Mortgage
310-944-9416
Dear Dixon, I wanted to take a minute and tell you how incredible your coaching, training and systems
are. I have been in the Mortgage industry for many years and have been fortunate to work for Bank Of
America for 15 years now. It is hard to find real tangible ways to motivate and produce substantial results
when leading a sales force. As you know, my office is consistently one of the top
producing offices in our company, so finding something that would really move our team up to the
company
next level is always a challenge. Let me say that you DELIVERED!! The results have been more
than I could have hoped for and have actually changed people’s lives. Since starting to work with you last
year, we have consistently have had a huge increase in attitude, new higher goals, better and better sales
opportunities with the top Realtors in our market, recruiting opportunities and list goes on.
We are making our mark and people inside and outside of Bank Of America are really asking, “How
have you done it? ”Every time we tell them it started with Dixon Judd and his
Every time,
training! You have a very complete system that will drive anyone’s business to the top, it’s real and it is
current to today’s market. We are very anxious to continue to work with you to really set a blazing trail that
will be hard for any competitor to match. You are the catalyst making this happen for Thank
you!
5. Indymac Legacy Experience
• Worked closely with Senior Management teams to lay the foundation for
growth that is now being leveraged.
• Team Player!
• Rapport and High Trust across Departments and Divisions.
• Driven to Succeed.
• I love my Job !
6. High level knowledge of the industry
From: Garrabrants, Greg
To: Judd, Dixon
Sent: Mon Oct 01, 2007
Subject: RE: National Mergers and Acquisitions
Dixon:
I have appreciated your partnership on finding retail lending acquisition opportunities. Your industry network
was superb and proved very useful in finding acquisition targets.
Regards
Greg
7. Working Together creates Success :
From: Judd, Dixon
F J dd Di
Sent: Friday, June 29, 2007 12:24 PM
To: Garrabrants, Greg
Cc: Majerus, Steve
Subject: RE: Top 100 Retailers
Thanks, I agree with your thoughts and desired optimal flow. I have a very tenured reputation as a high
trust ,open access individual. As time goes by you will see that I will never compromise the integrity of any
competitor, IMB or myself. That is not for sale and it has never been necessary to more effectively
p , y y y
accomplish projects. I can still go back to any of these contacts as a result and that is where I do create
value. Rapport takes years to build and a moment to destroy.
My approach is to offer potential solutions that serve the best interests of all. I am excited
over the potential that IMB brings to a dynamic market and appreciate the opportunity in
working on this together.
Raise your expectations.®
Dixon Judd
Vice President - National Recruitment
Retail Lending Group
3465 East Foothill Blvd
Blvd.
Pasadena, Ca. 91107
' (626) 660-4513
7 (626) 432-6292 fax
www.indymacbank.com
8. Working Together creates Success :
From: G
F Garrabrants, Greg
b t G
Sent: Friday, June 29, 2007 9:50 AM
To: Judd, Dixon
Subject: Top 100 Retailers
Dixon
Here is an updated list of the top 100 retailers per NMN as we discussed. This list is wholly incomplete as I
find bigger players than these top 100 almost every week. One significantly value that someone with your
proximity to the market adds is the identification of targets not on this list as I have been working to pry
loose th
l these bi guys f a while.
big for hil
That being said, times and strategic priorities change quickly and I appreciate your insight into loan
officer chatter on National City and First Horizon because they could be a precursor to a shift in their
willingness to part with their retail franchise at a reasonable price. However, given that I am often having
senior dialogues with top management or their financial advisors at these large companies that could be
damaged b th perception or reality th t someone i i th fi ld undermining th i f
d d by the ti lit that is in the field d i i their franchise, my office
hi ffi
must continue to coordinate any discussions that are senior to key field management and producers.
Look forward to working together to build a great retail franchise together and look forward to the First
Magnus call. Your help on that is greatly appreciated.
Have a great holiday.
Regards,
Greg
9. Success Leaves Clues:
From: Fischer, Geoff
Sent: Thursday, February 22, 2007 6:58 AM
To: Judd, Dixon
Judd
Subject: FW: Good job
From: Mike Israel mailto:misrael@ats-executivesearch.com
Sent: Thu 02/22/2007 4:13 AM
To: Fischer, Geoff
,
Cc: Majerus, Steve; Polly Wasdin; Jason Brzycki; Meg Hynes; Katie Kloepfer; Doug Anderson
Subject: RE: Good job
Geoff,
Thank you so much for the kind words The credit goes to my team for the great job they are doing I also
words. doing.
want to say that Dixon is the best partner we have ever worked with.
We look forward to further building our partnership.
Mike
Mike Israel
Misrael@ats-executivesearch.com
904-224-1390 office
904-234-8721 mobile
Sent from my GoodLink synchronized handheld (www.good.com )
……………….. Orginal Message…………………
From: Fischer, Geoff [mailto:Geoff.Fischer@indymacbank.com]
Sent: Thursday, February 22, 2007 12:37 AM Eastern Standard Time
To: Mike Israel
Cc: Majerus, Steve
Subject: Good job
Mike- we are off to a nice start... We are totally focused on closing these big guys with your support. This is
hitting the mark for us.
10. Clues lead to the Answers :
From: Tony Dely [mailto:tony@theemacgroup.com ]
Sent: Thursday, July 19, 2007 3:03 PM
To: Judd, Dixon
Judd
Subject: FW: INDY MAC
FYI....
You made a believer out of Dale. Obviously you made a real impression on her and justifiably so. You did
an excellent job, thank you for all your assistance. I'm confident that both her and her team are going to do
an outstanding job f Indymac in the Phoenix market.
for
From: dalet44@aol.com [mailto:dalet44@aol.com
Sent: Thursday, July 19, 2007 3:41 PM
To: Tony Dely
Subject: INDY MAC
Just to update you- i've been in deep conversations with dixon all morning-we hammered out a comp
agreeement- he is preparing it and he will secure approval by steve and present it to me by tomorrow close
of business-
he is very no nonsense-
He said at this point- he'll deal directly with me- meaning he didn't need you to hand hold me or micro
manage the process- (whatever that means) he said once we have a signed agreement- he'll forward it to
you-
the chain of events will be-
a. me reviewing the comp agreement (contingency offer)
b. phone interview with steve between the 20th and 23rd
c Dixon will come to phoenix on 7/25 to meet with me
onboarding 8/13
i have to get the applications/background checks on at least 4 producers to him before the end of july
july.
(I've never encountered an internal recruiter like this before- Dixon is very very good at what he does- and he lets you
know it is a golden opportunity and they are turning down many many candidates...)
thanks again Tony!
11. Knowledge is POWER:
Highly Effective Training that accelerates growth:
• Paul "Bear" Bryant: Quote It's not the will to win, but the will to prepare to win that
makes the difference.
• Working to continuously to improve outcome and process.
• Maximize results and cost control.
• The key between ideal sourcing and successful sales management is Training
12. The Ability to Empower Others to Succeed :
• Gary J. Stotko, Director of Business Development, Home Savings
Mortgage
Dixon,
Home Savings Mortgage lacked qualified industry experience in developing a Marketing/Business
Development Department. Your focused, high energy, time-tested systematic approach supported by a
transparent all-inclusive management style is shockingly refreshing.
• While setting in place the foundation for explosive growth you’ve shared the capability to nurture, grow
growth, you ve nurture
and mine for talent, develop a team, all while maintaining and attaining our strategic intent. We are now
prepared to successfully fulfill our recruiting efforts utilizing; area specific tactics, web tools, database
management and multiple drip marketing campaigns (electronic and print media).
• Whil setting iin place th f d ti f explosive growth, you’ve shared th capability t nurture, grow
While tti l the foundation for l i th ’ h d the bilit to t
and mine for talent, develop a team, all while maintaining and attaining our strategic intent. We are now
prepared to successfully fulfill our recruiting efforts utilizing; area specific tactics, web tools, database
management and multiple drip marketing campaigns (electronic and print media).
• Y “S l S t ” iis f t professionals ready t embrace and iimplement a program th t practiced
Your “Sales System” for true f i l d to b d l t that ti d
consistently is guaranteed to win. Any loan officer [sales person] overlooking this opportunity for personal
and professional growth should strongly consider an alternate career.
• Ultimately the ability to raise the level of those performing around you ensures your future successes.
You’ve rallied this with integrity, honor, decency, competitive spirit, good humor and strong leadership…the
finest attributes of a mentor.
Dixon you’re a true Mentor!
13. Providing High Impact Resources Internally Culture,
Cohesiveness and Results
• Cathy Becker, President of Mortgage Bankers Association/Northern Nevada
• Last week I was approached by a local business coach to come to his introductory meeting, he said he
would kick my business to the next level. I drug Nancy Jasso along and we sat through the hour and a half
presentation and there was nothing that he said that we are not covering in Dixon Judd’s weekly
meetings. By the end of the meeting the business coach was getting tired of Nancy and I answering his
questions. When we left we both felt the same way, that there was nothing in his presentation that we
hadn’t covered with Dixon. The business coach charges $1800/month for 1 hour a week on the phone
hadn t
similar to what we are already doing, but with Dixon the cost is an hour a week, follow through and
commitment. What an opportunity. Thank you!
14. Powerful Presentations to Qualified referral Partners:
• WALTER SANFORD LIVE – Presented by Dixon Judd as an event for Mortgage
Professionals and Real Estate Agents. Corporate Sponsors were: Wells Fargo Mortgage and LSI, A
Fidelity National Financial Company, Bank of America.
• "Last night turn out to be a great event, out of 100 Realtors, 80 showed up. Let's keep running with this
event, the President of The Glendale board of Realtors was very excited that we were out
servicing the realtors. They want to be a part of our team, so let's get started on following up with your
realtors and doing the presentations. Realtors are excited about the benefits we have to offer; Dixon Judd
presentation, Realtors Boards, banks and all of us being a part of the community. Next move to drive
t ti
our bank business, each account executive is responsible for their bank branch realtor® mixer. You guys
are veterans now, meet with your bank center manager and PB's to set up a day for their mixer. Thank you,
Team! This works because you make it happen.
• Great Job! My Realtors were very impressed with the whole thing: they LOVED the signs and the
Dixon Judd presentation. They are looking forward to our next mixer! Thanks again!!"
15. Create in other’s, a desire to succeed :
From: Neely, Glenn
Sent: Friday September 28 2007 12:23 PM
Friday, 28,
To: Judd, Dixon
Subject: RE: Dixon Judd
Since joining Indymac's Retail Lending Group in April, I've been privileged to work with Dixon Judd in his
capacity of National Recruiting Manager Dixon was instrumental in recruiting me to Indymac as well
Manager. Indymac,
as, assisting in the recruitment of any number of the loan officers in my group. Dixon developed a
comprehensive "informational business opportunity" presentation which was a powerful tool in "closing"
the loan officer candidates. Dixon also orchestrated the growth and refinement of the RLG
recruiting area with a limited amount of resources. Dixon's group definitely enhanced the on boarding
experience f our new l
i for loan officers. Di
ffi Dixon was i immediately able t gain th t t and
di t l bl to i the trust d
confidence of my experienced loan officer candidates due to his "real world" experience in the mortgage
origination process-he speaks their language. Many of my loan officers were extremely impressed
that Dixon, although not currently originating, had the high level knowledge of the origination process
as a recruiting manager. He was able to build a quick rapport in communicating with potential candidates,
as well as, our existing l
ll i ti loan officers Di
ffi Dixon has exhibited a high level knowledge of the mortgage b i
h hibit d hi h l lk l d f th t business
and the "who's who" of the business. I have found Dixon to be highly energetic, comprehensive
and very helpful in assisting in the growth of the RLG team...In fact, it wouldn't have happened
without his ongoing commitment and assistance to the success of the recruitment and on
boarding p
g process.
Glenn Neely
Area Sales Manager-RLG West
805-231-8501
21550 OOxnard Street, 3rd Floor, Woodland Hills, CA 91367
S C
Office Fax (818) 274-3028
glenn.neely@imb.com
Website: www.indymacbank.com
16. Lead by Example , with Passion for Excellence and others will
notice :
September 28, 2007
p ,
Ladies and Gentlemen
• I would like to take this opportunity to express my experiences working with Dixon Judd during my
transition process from AHM. When originally approached with the opportunity of coming to work with
IndyMac Bank I was very skeptical about the opportunity. I was very happy with my experience at AHM
y y p pp y y ppy y p
and was not really looking for a change. I have to say that Dixon played a very large part in my decision to
come and join the IndyMac Bank team. From the first time I met him until today, Dixon has maintained a
level of professionalism and knowledge that is everything I have come to know about IndyMac
• What I found most impressive about Dixon Judd is that he was not all about “selling” IndyMac. He
listened to my co ce s, from p oducts to co t act deta s, a d got me a s e s His knowledge o ou
ste ed y concerns, o products contract details, and e answers. s o edge of our
process and company was impressive and the attention he paid to the details was more impressive. I
always felt that he was giving me the information I was seeking and not trying to force information I wasn’t.
By the time I had met with Dixon it was apparent that there was no other viable option but to come to
IndyMac. His belief in the Retail Lending Group and his dedication to bringing in qualified mortgage
originators who were as hungry as he was to build a “force” in the mortgage industry had a major impact on
me and my decision. I knew that if these were the types of people that IndyMac had working for them then
I needed to be here.
• Dixon’s dedication to success was apparent from the very first time I met him. I have been a part of a lot
of teams in my life and it was easy to recognize Dixon’s belief in the success of his team and his dedication
to helping all the members of the team succeed. It is this attitude and character that makes a team
stronger.
stronger
Thank you for your time and consideration.
Sincerely,
Jeff Wucinich
Branch Sales Manager
Retail Lending Group West
Phone: 702.459.7057
Fax: 626.583.1324
Cell: 702.348.7573
Blackberry: 702.540.1214
jeffrey.wucinich@imb.com
17. Working with the Top 10 % of Elite Mortgage Professionals :
To Whom It May Concern:
y
10/03/2007
• This letter is my personal and professional recommendation for Dixon Judd. Over the past 6 months, I
have been lucky enough to call upon Dixon in a support capacity within RLG West for recruiting new Loan
Consultants to our organization. I manage an area in the San Jose Region for RLG West and Dixon has
been a valuable source during my time here at Indymac as I learned new systems and processes of
managing a recruiting pipeline. I found his work ethic incomparable, tackling all assignments with
dedication and purpose. Honestly, I would say Dixon’s attitude toward recruiting was a source of motivation
in approaching new candidates that I was not familiar with.
• Besides being a great recruiter, Di iis a t k h
Dixon take-charge person who is able to present creative ideas
and communicate the benefits of any initiative to a Sales Team with great result. He is knowledgeable
regarding all things Mortgage and has earned the respect of others for his dedication to the organization.
• I highly recommend Dixon for any position that works to motivate a Sales Team and/or increase any
g y yp y
desired result within a business unit. He is a strong player within our industry and will be a great asset to
any organization or group he works within.
Sincerely,
Si l
J. Andrew Shea, Area Manager
Indymac Bank, Retail Lending Group
408-621-3264
Dixon, you will be sorely missed as a recruiter. You are the most aggressive and determined I have ever met .
18. Integrating the entire Management Team ensures positive
Results :
September 30, 2007
• Since 2006 when Indymac Bank announced the national launch of a traditional retail division/ RLG, there
were a few key people involved. One of them being, Dixon Judd as the Head of Recruitment, for the
country. In the quest to source , hire and integrate 5,000+ seasoned mortgage professionals in a 2 -3 year
period, Dixon’s experience , insight and pro active approach have been a tremendous boost in laying the
foundation for long term growth. As an integral member of the Retail Lending Group for IMB, I witnessed
first hand the dedication d team work th t Di
fi t h d th d di ti and t k that Dixon b
brought t thi endeavor. A we close i on th
ht to this d As l in the
successful acquisition of over 1,500 people to the RLG division here at IMB, I would like to echo what
many of our Senior Management team has said in reference to Dixon Judd,” A true results driven,
professional that loves what he does. Dixon brings a positive ,Let’s Win Attitude, everyday.”
Kind Regards,
Regards
Jen Seely
Senior Manager – RLG START TEAM
925-519-4083
19. A Successful Leader is respected from all Perspectives :
From: Clark, Mike
Sent: Tuesday, October 16, 2007 12:54 PM
To: Judd, Dixon
Subject: RE: Thank you
Thank you Dixon, you will be missed
You were by far one of the best managers I have ever had. Thank you for all you did for me and your
support. I would not be here if it was not for you.
Keep in touch, and good luck
Michael C
Clark
Direct: 949-341-7231
Toll Free: 866-398-3209
Fax: (866) 901-6556
20. The ability to listen, yields Results :
From: Lopez, Cathy
Sent: Sat Oct 06 12:36:42 2007
Subject: My
S bj t M personal experience
l i
T o Whom it May Concern,
Re: Dixon Judd
I’m writing this letter to talk about my experience in working with Dixon Judd. I am now an Indymac Bank Retail Lending Group, Branch Manager.
I was first contacted and pursued relentlessly by an outside recruiting firm. When I finally agreed to speak to someone, I was put on a conference
call with Dixon. I was not looking to relocate and believe the grass is greener where you water it, and have always succeeded where ever I chose
to work. However, the conversation peaked my interest and I agreed to take the next step and meet with an area manager. Dixon set me up with
Glenn Neely and it ended with my employment at Indymac
During the process I had a meeting in person with both Dixon and Glenn, Dixon had the rare ability to remain extremely professional and at the
same time make the interview feel like friends talking over a cup of coffee instead of an interrogation as many people do I agreed to apply for a
do.
position.
During the on boarding process, I worked with Dixon and his staff for both myself and the start up team I was bringing with me. Everyone was
helpful and accommodating to some of the unusual and sometimes difficult requests of the team I was bringing on board. They made everyone
feel special and their needs important and all needs were met.
During the on boarding process, I worked with Dixon and his staff for both myself and the start up team I was bringing After completing training,
our office was not ready yet and my team did not have a place to work. Dixon welcomed my team into his West Covina office with open arms and
supported us through our first month. While there, I found out that their were 3 area manager who’s territory all came together at the area my
office was to be located. I also found out who the other 2 were, I met one of them and already knew the other. If Dixon had not had the instinct
and the ability to match me with Glenn Neely my decision to come to work for Indymac would probably have been different. Although the other 2
area managers are g
g great p p and an asset to the company, they were not a g
people p y y good p
personality match for me.
y
This business is about relationships if you truly want great success. Dixon understands and possesses those skills at the highest level. I am here
because of Dixon and excited to be on the ground floor of something that I know will be great. I hope and would be honored to work with him
again in the future.
Cathy Lopez
Branch Manager
Indymac Bank
Cell:(562) 544-7289
Cathy.Lopez@indymacbank.com
21. Integrity is not For Sale :
September 28, 2007
T o Whom it May Concern,
y ,
I want to take a moment to relate my observations in dealing with Dixon Judd during and after my hiring process with IndyMac Bank. I have
found him to be one of the most honest individuals I have dealt with in any recruiting situation. I had been contacted by another recruiter to
consider a change to IndyMac Bank in the latter part of 2006. I did not feel comfortable during the initial conversations and swayed away from
any further dealings. After New Century/Home 123 went out of business Dixon contacted me. I felt I already had heard all I needed and was not
very open minded during our first conversation. He asked several questions about my concerns and dealt with each and every concern. During
our telephone conversation I realized I needed to know more. I felt he was just telling me the truth and showing me a tremendous opportunity for
more
a long term career with IndyMac Bank.
At a later date I met with Dixon and soon discovered he truly did answer questions regardless of whether it might be a negative with me. I will
relate one such as I was very into doing FHA loans. I was informed by Dixon IndyMac Bank was not set up to complete these types of loans. It
was being worked on and he looked me directly in the eye and said it would take at least 8 weeks and maybe longer. Knowing this allowed me to
deal with it on solid ground and make an intelligent decision.
g g
I have found this to be true with any topic we were on, he never told me what I wanted to hear but what was the truth. No matter how it might fall.
I appreciated that. With someone like this, who gives you the real truth, you can make real decisions.
Upon being hired and starting to build my group I found him to be even more of an asset. When it came to recruiting he helped with quick
responses in dealing with candidates, his ideas were always above reproach and thought out. I watched him deal with many people and he
always dealt with them in a professional and business manner. Whenever I needed to bounce an idea around he was a great source to do so, as
he always gave an honest evaluation and quality suggestions to help.
All I know is that Dixon Judd is actually the type of person I want to work with and be around. He is honest and hard working. I saw his
dedication to IndyMac Bank and the quality of people he was attempting to put together and knew I wanted to be part of it. If I was starting
something new he would be the first person I would call because I know he would do it right and grow the vision.
If you should have any questions or need anything further please feel free to contact me.
Sincerely;
Tom Seccombe
Area Sales M
A S l Manager
Retail Lending Group West
IndyMac Bank
7201 W. Lake Mead Blvd, suite 590
Las Vegas, NV 89128
702-491-7440
22. Start with the Top Professionals :
From: Tidalgo, Patrick
Sent: Monday October 01 2007 11:28 AM
Monday, 01,
To: Judd, Dixon
Subject: Thank You!
Dixon,
I was disappointed to hear that you will not be recruiting for my group. Your passion and determination was a factor in
my decision making progress when I was deciding which employer’s offer to accept. You are hard nose negotiator and
as I told you when I accepted IMB’s offer, “I am glad we are now on the same side.” Thank you for all you have done for
me in assisting to build my group, which in the future will prove to be one of IMB’s most successful retail groups and I
can say you had a major part in its origins. I believe your have been a great asset to me and IMB. Thank You.
Sincerely;
Patrick
Raise your expectations.®
®
Patrick Tidalgo
Area Sales Manager
Retail Lending Group
1 Banting
Irvine, CA 92618
' (949) 932-4592
7 (949) 789-5869 fax
*Patrick.Tidalgo@IMB.com
23. Eagles fly with Eagles :
From: Meyerson, Dolph
Sent: Monday, October 01, 2007 10:53 AM
y, ,
To: Judd, Dixon
Subject: Endorsement
Writing a note to someone or creating a testimonial is far too often a very difficult task. Most of the time the words just
don’t seem to flow or they come off hollow or lacking depth. Over the past ten months I’ve had the pleasure to work with
Dixon as we grew the Retail Lending Group. When you are in a start up mode, you get to see exactly how a person
start-up
works and their level of commitment. Unlike a mature organization where people can hide, start-ups expose all of your
strengths and every weakness. This is where Dixon shines! His recruiting and coaching skills are at the major league
level. Simply put, I have never worked with a better recruiter than Dixon. This is not to say that his skills are limited to
recruiting…..my point here is that not only can he draw out a recruits desires, but work with them to identify their goals,
values and motivation and then to make sure that they map well to our opportunity.
Dolph Meyerson
D l hM
Area Sales Manager
Retail Lending Group
Direct: 925-543-3885
Fax: 626-432-9262
626 432 9262
Cell: 650-465-5069
24. Creating High Trust is an Essential Ingredient:
To:IndyMac Bank Senior Management Team
Fr:Dale Turner- Branch manager –Chandler, Arizona
g ,
Subj:Choosing and on boarding at IMB
Sirs:
I wanted to share with you my personal experience and journey “to” IMB and my interaction with Dixon Juddn. Due to
unforeseen changes in the industry, I found myself looking for a new employment opportunity for both myself and the
g y, y g p y pp y y
high performing retail sales team that I currently led at WellsFargo Home Mortgage Jul/2007.
Having worked for Citigroup for 8 years, then Wells Fargo for the past two years- I had to do a great deal of research
and comparison shopping to ensure I found a quality company with a committement to future growth and assets and
resources to ‘weather the storm”. Making a change with four originators all of whom were highly successful with Wells
Fargo meant taking on a great deal of responsibility for their future and those of their f ili
F t t ki td l f ibilit f th i f t d th f th i families.
I was fortunate enough to work with a recruiter who profiled IndyMac bank to me. He also arranged for a personal
interview with the Senior Recruiter of their newly formed retail division- Dixon Judd. During my first interview with
Dixon Judd, we spoke for nearly 45 minutes and I was immediately impressed. Unlike most human resource specialists
or internal recruiters (I had worked with several during my 20 year stint in consumer finance) Dixon spoke to me more
finance)-
like an “operator” than a support or admin person. He clearly knew the retail mortgage business inside and out and
spoke first hand and from experience about what the companies needs and direction were. He was thorough and
concise and had very high standards. I believe my first impressions were “very no nonsense” and very “motivating”.
I was eager to share the vision with my team. Dixon p
g y provided me with an excellent p
power p
point p
presentation outlining the
g
company objectives.I interviewed with several local companies here in Arizona and two other large mortgage companies
during this period (GMAC and American Home Mortgage). I had offers from both other companies but I was sold on
IMB.
Dixon personally flew to Arizona to meet with myself and my team to give us a tour of the operations center in Arizona-
and respond to any q
p y questions and/or needs of my loan officers. After meeting with Dixon, they too were sold on IMB.
y g , y
I subsequently phone interviewed with Steve Majerus and I was very impressed by his leadership skills, vision of the
business and his obvious trust in Dixon.
25. Creating High Trust is an Essential Ingredient:
I had never before dealt with a recruiter that was more knowledgeable or empowered to the level that Dixon was (it made
g p (
it very easy for me to have one point person that exuded so much confidence).
The transition to IMB was smooth and professional.
Dixon was always accessible to me and thorough in helping us make this very exciting transition. I look forward to
y g p g y g
continued interaction with him in the future.
Thank you.