Preod is an executive search firm founded in 2003 that focuses on searches in IT, finance, management, HR, operations, and sales/marketing. As a boutique firm with national coverage, Preod has completed searches for Fortune 500 companies and startups. Preod takes a disciplined search process involving developing clear position descriptions, targeted outreach, validating candidates, and supporting negotiations.
Having trouble finding the right candidate for your unfilled job? Well you\'ve come to the right place! Take a look at my presentation to get a look at what types of recruiting I do. I\'d be glad to answer any questions you may have; please email me at kh@ess.jobs.
Connectors HR is a boutique executive search firm specializing in Executive search, Retainer Search,Executive selection, Temporary & Contract Staffing, Recruitment Process Outsourcing (RPO) and Management Consulting for India and Middle east markets.We also provide additional bespoke services in the areas of market mapping, forensic reference check and diversity searches.
Founded in the year 2010 and rebranded in 2014,our exceptional team of professionals has created a reputation of exceeding expectation and seamless collaboration across the globe through innovative solutions that have created unique experiences and built long-lasting relationships.
Integrity, confidentiality, and personalized service are at the core of who we are and what we do. We execute our proven expertise in the search process to ensure our clients successfully identify and recruit the most highly qualified executives.
We are "in the business of building businesses - through people". Accordingly, we have a commitment to excellence and quality whereby we strive to exceed the expectations of our clients. We ensure that we secure that right person for the position in an efficient, cost-effective and timely manner. We are here to serve our clients in the most professional manner possible and back our work with guarantees.
Our extensive network of contacts and dedicated team of researchers, enable Connectors HR's experienced consultants to headhunt and relocate the most talented l professionals around the globe.
Introduction to Connectors HR ConsultingAkshay Kokate
The future you see is the future you get. At Connectors, we are constantly searching for our clients, but simultaneously, we are also searching quality professionals looking at the long haul with us. Connectors HR has been a innovator in executive search responding to the needs of our clients for more than half a decade.
Having trouble finding the right candidate for your unfilled job? Well you\'ve come to the right place! Take a look at my presentation to get a look at what types of recruiting I do. I\'d be glad to answer any questions you may have; please email me at kh@ess.jobs.
Connectors HR is a boutique executive search firm specializing in Executive search, Retainer Search,Executive selection, Temporary & Contract Staffing, Recruitment Process Outsourcing (RPO) and Management Consulting for India and Middle east markets.We also provide additional bespoke services in the areas of market mapping, forensic reference check and diversity searches.
Founded in the year 2010 and rebranded in 2014,our exceptional team of professionals has created a reputation of exceeding expectation and seamless collaboration across the globe through innovative solutions that have created unique experiences and built long-lasting relationships.
Integrity, confidentiality, and personalized service are at the core of who we are and what we do. We execute our proven expertise in the search process to ensure our clients successfully identify and recruit the most highly qualified executives.
We are "in the business of building businesses - through people". Accordingly, we have a commitment to excellence and quality whereby we strive to exceed the expectations of our clients. We ensure that we secure that right person for the position in an efficient, cost-effective and timely manner. We are here to serve our clients in the most professional manner possible and back our work with guarantees.
Our extensive network of contacts and dedicated team of researchers, enable Connectors HR's experienced consultants to headhunt and relocate the most talented l professionals around the globe.
Introduction to Connectors HR ConsultingAkshay Kokate
The future you see is the future you get. At Connectors, we are constantly searching for our clients, but simultaneously, we are also searching quality professionals looking at the long haul with us. Connectors HR has been a innovator in executive search responding to the needs of our clients for more than half a decade.
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.
Title - Understanding Customer Needs And Designing A Product To Fulfill The Needs - Placon Manpower Solutions - Recruitment Services Report
Need help write at jainkajal0712@gmail.com / thekajaljain@gmail.com
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
Similar to Preod Search Strategy and Process January 2015 (20)
2. 2®
Who is Preod?
• Founded in January 2003 by a former COO of PricewaterhouseCoopers, we
focus on executive searches in information technology, finance, general
management, human resources, operations and sales/marketing. Our work
has also included board searches for finance, audit committee members.
• A boutique firm with national coverage, we have completed many searches for
Fortune 500 as well as start-up companies, higher education and nonprofit
organizations.
• A proven and committed partner, clients are pleased with our reasonable fees
and consistent results -- more than 50% of Preod searches have resulted in
diverse executive placements.
3. 3®
Key Characteristics of Preod Approach
• Review strategy, history and other documents to deepen our feel for the opportunity.
• Develop a clear, concise and selling position description.
• Disciplined process with measurable progress milestones.
• Fulsome screening of candidates to minimize client time requirements.
• Specifically targeted organizations and individuals.
• Ensure positive experience for candidates – candor about opportunity and challenges,
timely communications, early compensation expectations match, candid interview
feedback.
• Validation of candidate outside of references provided by candidate.
• Work with the client as requested on interview techniques and process.
• Arrange for client interaction with candidate in social setting.
• Support client with compensation and employment agreement negotiations.
• Support the candidate and client with on-boarding of the new executive.
3
5. 5®
Search Process
5
Kick-Off 3 Weeks 3-4 Weeks 5-9 Weeks 9-12 Weeks 12-14 Weeks 11-16 Weeks
Candidate
Hired
Kick-off meeting
Review job
requirements,
opportunities and
challenges.
Schedule interviews
resulting from early
screens
Candidate interviews.
Encourage interview
team to provide robust,
timely feedback.
Second round
interviews
Finalist
candidate
interviews.
Social event
w/ candidate.
Confirm position
description, outline
search strategy,
review timeline.
Initial candidate
screens. Inform
client on early
marketplace data,
impact to search
strategy/ timeline.
Calibrate: Are we on
the right track?
Provide interview
feedback. Adjust
job description as
necessary.
Prep candidates for Round
2: Discuss client culture,
expectations.
Confirm candidate
motivation for
change.
Support offer and
provide counsel
on negotiations.
Prep candidate for
counteroffer.
Present offer.
Review and
market impact of
role, mission.
Regular contact
during transition.
Continue to
market impact of
role, mission.
Sign off other
candidates.
Recalibrate as
necessary, given
interview
feedback.
Client:
Preod:
Regular contact
during transition.
Assign point-
person for
successful on-
boarding.
6. 6®
Contact Information
Catherine McGuinness
President
Preod LLC
512 680 0662
cmcguinness@preod.com
www.preod.com
Recruiting expert with over 25 years in corporate recruiting and executive search.
Prior to Preod, Catherine spent ten years in executive recruiting at Dell Inc. placing hundreds of senior and
mid-level executives in general management, corporate functions and operations positions. Earlier in her
career, Catherine worked with Heidrick & Struggles where she was engaged on a range of searches and
worked directly for the CEO of this global search firm.
Actively engaged in the Austin business community, Catherine served as a trustee of the Austin area
Chapter of the Society for Information Management (SIM). Through SIM, Innotech and other conferences,
she has presented to technology and business leaders across various industries.
Catherine is also the author of Emperors’ Clothes, a best-selling satirical novel.
Catherine has a B.A. in English Literature from Fordham College. She has served as President of the
Fordham College Alumni Association.
6
7. 6®
Contact Information
Catherine McGuinness
President
Preod LLC
512 680 0662
cmcguinness@preod.com
www.preod.com
Recruiting expert with over 25 years in corporate recruiting and executive search.
Prior to Preod, Catherine spent ten years in executive recruiting at Dell Inc. placing hundreds of senior and
mid-level executives in general management, corporate functions and operations positions. Earlier in her
career, Catherine worked with Heidrick & Struggles where she was engaged on a range of searches and
worked directly for the CEO of this global search firm.
Actively engaged in the Austin business community, Catherine served as a trustee of the Austin area
Chapter of the Society for Information Management (SIM). Through SIM, Innotech and other conferences,
she has presented to technology and business leaders across various industries.
Catherine is also the author of Emperors’ Clothes, a best-selling satirical novel.
Catherine has a B.A. in English Literature from Fordham College. She has served as President of the
Fordham College Alumni Association.
6
Editor's Notes
Kick off: Kick-off Meeting: Discuss Requirements, Opportunities and Challenges.
Kick off: Confirm position description, outline search strategy, review timeline.
3 weeks: Review strawman/initial candidate screens. Calibrate: Are we on the right track? Discuss interview feedback. Adjust/recalibrate as necessary.
3 weeks: Schedule interviews resulting from early screens
3-4 weeks: Candidate interviews. Encourage interview team to provide robust, timely feedback.
3-4 weeks: Discuss interview feedback. Adjust/recalibrate as necessary.
5-9 weeks: Second round interviews.
5-9 weeks: reconnect to discuss interview feedback. Adjust/recalibrate as necessary.
9-12 weeks: Prep candidate for Rd 2: Discuss client culture, expectations.
9-12 weeks: reconnect to second round interviews
12-14 weeks: Confirm candidate motivation for change.
12-14 weeks: finalist candidate interviews.
11-16 weeks: Prep candidate for final interviews. Social event: candidate/client.
11-16 weeks: Support offer and provide counsel on negotiations. Prep candidate for counteroffer.
Candidate hired: Present offer. Review and market impact of role, mission of ELC. Assign point-person for successful on-boarding.
Candidate hired: Regular contact during transition.