The document outlines various talent acquisition and executive coaching services offered by FrontRunner Career Advisors including: 1) Talent acquisition services, executive coaching, assessment of senior management talent, and C-suite/board level executive searches. 2) Recommendations to upgrade hiring processes such as improving resume screening skills, reference checks, and interviewing skills. 3) Maintaining a comprehensive candidate database and providing training to HR teams on strategic talent advising, sourcing candidates, and competency-based interviewing. 4) Executive, transition, and outplacement coaching services typically lasting 3-6 months for high-performing managers and C-suite executives.

1. Service Offering Presentation

3.  Talent Acquisition Services
 Executive Coaching
 Assessment of senior management talent
 C-suite and Board level search assignments

5.  Explosive growth in social networking
 Improved connectivity
 Wider use of resume portals on company web-sites, and
 More responsive internal referral system
…. have all contributed to the trend of
increased direct hiring

7.  Hiring processes may need to be upgraded
 Employer need to maintain a comprehensive database of
candidates – direct approaches & through search firms
 HR talent acquisition team’s skills may need to be enhanced from
being a Resume Screener to a Strategic Talent Advisor
 HR talent acquisition teams may need to improve their ability to
source candidates
 Hiring managers and HR recruiters may need to be trained to
assess managerial competencies
 A proper reference check may need to done on direct hires

8.  Hiring Processes – Perform detailed review of hiring processes &
recommend ways to upgrade them. The review will cover:
 Resume screening skills
 Internal referral system
 Process for setting up interview panels & focus of each interviewer on panel
 Job Spec documents and Key Candidate Attributes
 Assessment of competencies
 Knowledge base of the talent market
 Candidate Database - We have in-depth experience of how
major global search firms manage their data, which can be
utilized to guide employers to upgrade & manage their databases
 Need to have comprehensive profiling of candidates & storage of all data
 Database could be linked to resume portal and recruitment agencies
 Tracking of all candidates to be done through this database

9.  Training
 HR Talent Acquisition team – we can utilize our expertise in C-suite
level selection to conduct workshops to enhance the effectiveness of the
Talent Acquisition Team
 Interviewer Skills Training for HR Recruiters & Hiring Managers
– we can utilize our expertise in C-suite level selection to conduct
training programs to enhance interviewing skills, including competency
based interviewing techniques
 Independent Reference Checks
 External agency ensures confidentiality and impartial feedback
 360 degree and detailed competency based reference checking process
that can be very effective
 Reference checks will be conducted by former C-suite level
professionals who have industry and/or functional expertise

11.  Workplace Executive Coaching
 For high-performing managers
 Coaching today is less about fixing problems and more about
enhancing the performance of valued senior management executives
 Typical engagement is 6 to 12 months
 Transition Coaching
 Induction of a new C-suite hire
 Transition of newly promoted senior manager, especially when it is a
move that needs a transformation of working style and thinking
 Return to India transfer – such executives have to cope with quickly
transitioning into a job role and his family settling into a new country
 Typical engagement is 3 to 6 months

12.  Out-placement
 Personalized service that is tailor-made for the senior manager being
out-placed
 Benefits - Projects positive image externally to customers & investors
and internally to staff. Clear message that company cares when
attracting future employees. Ensure affected staff are supported
through career transition. Helps reduce individual's negative emotions
 Typical engagement is 3 to 6 months
 Career coaching
 Focus at senior management who are at a crossroads in their career
 Sector agnostic and tailor-made approach with time-lines
 Typical engagement is 3 to 6 months

14.  Assessment of internal talent for top job or a C-suite level
position
 Assessment of senior management talent in an M&A
situation
 Assessment of the top management team in a potential
investee company for a private equity firm

16.  Very selective focus
 Will not conflict in any way with Coaching or Assessment Services
offerings
 Thorough research and rigorous assessment of candidates

18. Founder of FrontRunner Career Advisors
Senior management Over 25 years of prior Education:
executive search (2004 -10) managerial experience: • MBA from Indian
• Set-up and led Financial Services • Initial career in manufacturing Institute of
and Private Equity practices in sector and moved to financial Management,
India for Heidrick & Struggles in services in mid 1980s Ahmedabad
India (2004-2009) • MS (Finance) from
• Senior team member of Standard
• Led Financial Services sector for Chartered Bank’s India investment University of Illinois at
Russell Reynolds India (2009-10) bank – 1989-96 Urbana Champaign
• Focused on Board level & senior • BNP Paribas India – 1996-98 – set • Advanced Coach
management executive search up & headed investment bank Training programs of
Results Coaching
• Successfully placed several CEOs • Next 6 years in senior management
Systems, Australia
and other CXO level professionals banking roles in Oman and Bahrain

19. Luis Moniz is based in Mumbai, India and can be contacted at:
Mobile: +91 989 251 3366
Email: luis@frontrunner.co.in
Skype ID: lmoniz56