For over 30 years SG Talent has helped companies identify and recruit top talent. Clients include: Deloitte, Currax, Combs Enterprises, New York Life, just to name a few. We look forward to helping you too.
SGA Talent Professional Services Recruitment Research & Recruiting LeadersSGA Talent
SGA Talent is the leader of recruitment research & recruiting on demand to professional services globally. Voted #1 Diversity Partner with a Big 4 Consulting Firm six years in a row. Download a copy of our brochure to see how we can help you too.
Traditional to strategic talent acquisition: How to evolve your approach | C...LinkedIn Talent Solutions
From ConnectIn San Francisco, click through to learn what you need to start your roadmap towards a sophisticated talent acquisition strategy.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
SGA Talent Professional Services Recruitment Research & Recruiting LeadersSGA Talent
SGA Talent is the leader of recruitment research & recruiting on demand to professional services globally. Voted #1 Diversity Partner with a Big 4 Consulting Firm six years in a row. Download a copy of our brochure to see how we can help you too.
Traditional to strategic talent acquisition: How to evolve your approach | C...LinkedIn Talent Solutions
From ConnectIn San Francisco, click through to learn what you need to start your roadmap towards a sophisticated talent acquisition strategy.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
How to use recruiter for talent market mapping to identify more right fit can...Caroline McDonald
Studies have shown that having a ready pipeline of top quality candidates can improve quality of hire, time to fill, and in some cases even cut cost per hire. Defining your talent landscape ahead of time and not taking a shotgun approach to candidate sourcing can make or break your ability to attract and ultimately hire the right people in to your business. In these slides, we examine the scenarios in which we can use LinkedIn Recruiter to map the talent market, allowing you to effectively guide your business on hiring strategy and plans with data.
Take Charge of Your Recruiting Process and Empower Your Team To Proactively R...SGA Talent
SGA Talent presents a playbook on how to use recruitment research to proactively recruit. What is recruitment research? Recruitment Research is the pathway to Recruiting Success. Recruitment research creating recruiting efficiency and provides talent intelligence used for recruiting, succession planning, diversity recruiting and diversity studies. SGA Talent, a leader in recruitment research.
Untuk me retain executive yang tepat yang dibutuhkan organisasi, sebuah organisasi perlu memiliki sistem pengelolaan Career & Talent Management yang baik. Sistem pengelolaan karir yang baik akan membuat setiap karyawan yang ada di Perusahaan mempunyai kejelasan mengenai apa yang akan ia peroleh di dalam karir nya di Perusahaan tersebut.
Rock stars, Ninjas, and Gurus—you support your best people, but are your best...Cathy Cecere
Managers intuitively believe that investing in people is a key way (perhaps the best way) to develop their organizational capabilities for the long term. But, how do we know that we are investing in the right people? Should we be investing in people at all, or could we instead derive more value from investing in particular roles within an organization that provide the unique fabric of differentiated value that defines a high performing organization?
This presentation begins by discussing the strategy mapping approach outlined by Kaplan and Norton [1]and focuses specifically on a customer-focused value delivered by a company as the core of its business model. Building from this we will discuss applying a portfolio approach to talent management [2]by categorizing the various roles in a company and scoring those roles on three categories: contribution to the customer-focused value chain, uniqueness to the organization and variability in performance.
Using this portfolio approach allows us to identify the key roles in an organization that provide high value to clients, are genuinely unique to the company and are most conducive to performance improvement—thereby providing the very best candidates for an organization to invest time, money and energy in recruiting/retaining/developing personnel for those roles.
What does it take to be a relevant HR leader? This presentation will show you what you should be doing to enhance the credibility and respect your brand deserves.
Seamless from Need to Fit”
Because it’s not about how marvellous the Executive Talent is, but how seamlessly it fits the position
“Seamless from Need to Fit” is an innovative gamified experience that rethinks all of the Moments of Truth an Executive Search process to grant their efficiency and, at the end of it, a perfect match between clients’ needs and the candidate.
A process created from scratch to eliminate the seam of old methods and focus on those often hidden aspects that are fundamental for the success of an Executive Talent search.
A Methodology that respects both clients’ and candidates’ resources and intelligence. A process that breaks new ground to attract Executive Talent for the XXIst Century.
Why pay the big fees for recruiting?What is talent intelligence? Why is data important when you recruit top talent? Why data is king when recruiting skilled talent? What is recruitment research? Who is SGA Talent? Why you should use SGA Talent when recruiting?
Read all about SGA Talent and how we can help you recruit the talent you need. Download a copy of our brochure.
Experience recruiting in manufacturing, professional services, technology, hospitality, retail, financial services, insurance, consumer products, utilities, government, non-profit,
aerospace, Fintech, blockchain.....
Human Resources, Finance, Technology, Engineering, Legal, Marketing, Sales,
How to use recruiter for talent market mapping to identify more right fit can...Caroline McDonald
Studies have shown that having a ready pipeline of top quality candidates can improve quality of hire, time to fill, and in some cases even cut cost per hire. Defining your talent landscape ahead of time and not taking a shotgun approach to candidate sourcing can make or break your ability to attract and ultimately hire the right people in to your business. In these slides, we examine the scenarios in which we can use LinkedIn Recruiter to map the talent market, allowing you to effectively guide your business on hiring strategy and plans with data.
Take Charge of Your Recruiting Process and Empower Your Team To Proactively R...SGA Talent
SGA Talent presents a playbook on how to use recruitment research to proactively recruit. What is recruitment research? Recruitment Research is the pathway to Recruiting Success. Recruitment research creating recruiting efficiency and provides talent intelligence used for recruiting, succession planning, diversity recruiting and diversity studies. SGA Talent, a leader in recruitment research.
Untuk me retain executive yang tepat yang dibutuhkan organisasi, sebuah organisasi perlu memiliki sistem pengelolaan Career & Talent Management yang baik. Sistem pengelolaan karir yang baik akan membuat setiap karyawan yang ada di Perusahaan mempunyai kejelasan mengenai apa yang akan ia peroleh di dalam karir nya di Perusahaan tersebut.
Rock stars, Ninjas, and Gurus—you support your best people, but are your best...Cathy Cecere
Managers intuitively believe that investing in people is a key way (perhaps the best way) to develop their organizational capabilities for the long term. But, how do we know that we are investing in the right people? Should we be investing in people at all, or could we instead derive more value from investing in particular roles within an organization that provide the unique fabric of differentiated value that defines a high performing organization?
This presentation begins by discussing the strategy mapping approach outlined by Kaplan and Norton [1]and focuses specifically on a customer-focused value delivered by a company as the core of its business model. Building from this we will discuss applying a portfolio approach to talent management [2]by categorizing the various roles in a company and scoring those roles on three categories: contribution to the customer-focused value chain, uniqueness to the organization and variability in performance.
Using this portfolio approach allows us to identify the key roles in an organization that provide high value to clients, are genuinely unique to the company and are most conducive to performance improvement—thereby providing the very best candidates for an organization to invest time, money and energy in recruiting/retaining/developing personnel for those roles.
What does it take to be a relevant HR leader? This presentation will show you what you should be doing to enhance the credibility and respect your brand deserves.
Seamless from Need to Fit”
Because it’s not about how marvellous the Executive Talent is, but how seamlessly it fits the position
“Seamless from Need to Fit” is an innovative gamified experience that rethinks all of the Moments of Truth an Executive Search process to grant their efficiency and, at the end of it, a perfect match between clients’ needs and the candidate.
A process created from scratch to eliminate the seam of old methods and focus on those often hidden aspects that are fundamental for the success of an Executive Talent search.
A Methodology that respects both clients’ and candidates’ resources and intelligence. A process that breaks new ground to attract Executive Talent for the XXIst Century.
Why pay the big fees for recruiting?What is talent intelligence? Why is data important when you recruit top talent? Why data is king when recruiting skilled talent? What is recruitment research? Who is SGA Talent? Why you should use SGA Talent when recruiting?
Read all about SGA Talent and how we can help you recruit the talent you need. Download a copy of our brochure.
Experience recruiting in manufacturing, professional services, technology, hospitality, retail, financial services, insurance, consumer products, utilities, government, non-profit,
aerospace, Fintech, blockchain.....
Human Resources, Finance, Technology, Engineering, Legal, Marketing, Sales,
SGA Talent Providing Talent & Intelligence To Help Companies Build Better Org...SGA Talent
Not every recruiting assignment is the same, we realize that and have solved the problem. SGA Talent is agile, flexible and can easily adapt to the needs of each client by providing a wide range of recruitment research and recruiting services all of which can be customized. By offering a continuum of recruiting services along with tailored solutions we are ready to help our clients meet their recruiting challenges. Recruitment Research, Recruiting, Competitive Intelligence and SGA ExecutiveTracker.
“Seamless from Need to Fit”
Because it’s not about how marvellous the Executive Talent is, but how seamlessly it fits the position
“Seamless from Need to Fit” is an innovative gamified experience that rethinks all of the Moments of Truth an Executive Search process to grant their efficiency and, at the end of it, a perfect match between clients’ needs and the candidate.
A process created from scratch to eliminate the seam of old methods and focus on those often hidden aspects that are fundamental for the success of an Executive Talent search.
A Methodology that respects both clients’ and candidates’ resources and intelligence. A process that breaks new ground to attract Executive Talent for the XXIst Century.
This brochure provides information on our specialist executive search offering for the consumer sector. It highlights the unique benefits we can offer using our 'no silos' approach.
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Global Talent Corner is a trusted partner for providing cost effective HR solutions to Organizations worldwide.
Global Talent Corner offers Executive Search, HR Outsourcing and HR Consulting services across all major industry verticals.
At Global Talent Corner our prime objective is to add value to the clients business by offering customized solutions for specific needs of our clients and designing and delivering most effective search and consulting solutions to provide our clients a competitive edge in their core areas of business.
Who Are the CFO's from the Fortune 100? Who are the Women CFO's from the Fortune 100?
What are the demographics of Chief Financial Officers.
What's in SGA Talent's Fortune 100 CFO report?
Every year SGA Talent reports on the c-suite at the Fortune 100. This report reveals the following...
1. Chief Financial Officers Demographics and Statistics
2.Chief Financial Officer Organization Charts 5 Companies
3. A list of the 18 female Chief Financial Officers, each with live links to their profiles
4. A list of 100 Chief Financial Officers with Live links to their profiles
5. Educational background comparisons of the 18 Women Chief Financial Officers
6. Educational background comparison of 100 Chief Financial Officers
7. Full biographies of all Fortune 100 CFO’s
SGA Talent is delighted to announce the Female Chief Executive Officers (CEOs...SGA Talent
SGA Talent has a long history of dedication to researching and assisting our clients in building diverse teams. To do so, we constantly create talent pools and actively involve and monitor women leaders and their teams. These efforts along with our research-oriented solutions provide solid data that empowers our clients to make informed decisions while also prioritizing diversity and women.
As part of our initiatives, we produce annual reports such as “Women in Technology from the Fortune 500”, “Women Leaders from the S&P 500”, “Women Chief Financial Officer from the Fortune 1000 and more. This week we are presenting “The Female Chief Executive Officers from the S&P 500. This comprehensive 140 – page report includes profile information about the
41 Women Chief Executive Officers as well as their company’s management teams compromising 500 + executives. All these executives have live links to biographies.
SGA Talent is delighted to announce the Female Chief Executive Officers (CEOs) from the S&P 500. The highly accomplished women on this year's list have played a crucial role in driving innovation and success within their respective companies. One common trait that their career histories reveal is their proven track record of overcoming significant challenges to emerge as exceptional leaders. We invite you to join us in celebrating these remarkable Female CEOs from the S&P 500 - August 2023.
SGA Talent & SGA Access Presents our 2023 Whos Who In Finance From the For...SGA Talent
SGA Talent and SGA Access introduces the Fortune 50 CFO's to with a focus on women.
Did you know, 16% of the Chief Financial Officers from The Fortune 50 are Women?
List of Women Finance Leaders From The Fortune 50
1. Kathryn Mikells: Senior Vice President, Chief Financial Officer - Exxon Mobil Corp.
2.Ruth Porat: Senior Vice President, Chief Financial Officer - Alphabet Inc (Google)
3.Amy Hood: Executive Vice President, Chief Financial Officer - Microsoft Corp.
4. MaryAnn Mannen: Executive Vice President, Chief Financial Officer - Marathon Petroleum Corporation
5. Susan Li: Chief Financial Officer - META Platforms, Inc. (Facebook, Inc.)
6. Chryssa Halley: Executive Vice President, Chief Financial Officer - Fannie Mae
7. Susan Diamond: Chief Financial Officer - Humana Inc.
8. Carolina Dybeck Happe: Senior Vice President, Chief Financial Officer - General Electric Co.
SGA Talent is a leader in recruiting and research.
SGA Talent presents Women In Tech 2022.pdfSGA Talent
SGA Talent & SGA Access Presents our annual
Women In Technology Report
From The Fortune 200. Every year SGA Talent's team creates our Fortune 500 contact list. This year with over 10000 contacts to include C-Suite and Board Members it is a must have list for people who track, network and sell to people such as these executives. In the report we highlight women leaders to include Women In Technology. Congrats to all who made the list.
#womenintech #womenleaders
#womenCIOs #CFO #CIO
#womenintech #womeninstem #womenwhocode #womeninbusiness #tech #girlswhocode #technology #womenempowerment #coding #stem #womensupportingwomen #programming #developer #girlsintech #webdeveloper #womenintechnology #programmer #entrepreneur #womeninscience #computerscience #startup #codinglife #women #javascript #code #softwaredeveloper #innovation #coder #daysofcode #leadership
SGA Talent, a leader in recruitment Research presents Who's Who's in ServiceNow. Take a look at the leading service providers and their key players. www.sgatalent.com
What Is Talent Mapping? SGA Talent explainsSGA Talent
What Is Talent Mapping? Talent Mapping is the process where a company analyzes their current and future talent needs, and then maps out talent pools of potential candidate talent to meet those needs
Talent Mapping - Provides talent intelligence and insight into a competitor’s organization
Talent Mapping - Produces valuable data used for proactive recruiting efforts to build candidate pipelines for current and future roles
Talent Mapping - Used as a great tool to create engaged talent communities
Talent Mapping - Provides the recruiting team with the entire talent pool ensuring completeness and access to the potential talent universe reducing the chance of missing out on the “right candidate.”
Talent Mapping - Is often delivered in organization chart format, proving a visual of relationships of who is who and who does what within an organization, taking the guesswork out of the equation
Talent Mapping - The go-to resource to understand a competitor’s structure after the pandemic
What is recruitment research? Sheila Greco, Chief Executive Officer Explains.SGA Talent
What is recruitment research?
Recruitment research is a research first, methodical recruiting solution used as an alternative to executive search. It is a recruiting strategy that combines both research and recruiting, offered as a bundled solution that can be scaled as well as priced accordingly. In addition to cost savings, this solution creates recruiting efficiency, provides real time intelligence, focuses on diversity and offers the ability to compare/contrast potential candidates ensuring only the most qualified candidates are presented. Recruitment research doesn’t stop at just recruiting, it also supports candidate pipelining and succession planning projects.
SGA Talent Presents The Leaders From Company's Which Went Above & Beyond Duri...SGA Talent
This month the team at SGA Talent wanted to acknowledge the leaders and companies who made a difference by going above and beyond during Covid. Using People’s list as a reference our team was able to achieve our objectives. The following will are the 50 Companies along with their Management Teams, live links to each leader’s profile, links to each company’s mission statement, news, career and diversity pages. A big thank you to all the companies and their leadership teams who made the list! We also highlighted Women Leaders.
SGA Talent Presents Who's Who In OnLine Trading Platforms & Stock Research Co...SGA Talent
SGA Talent introduces the Women Leaders you need to know in the Online Trading Platforms & Stock Research Companies. SGA Talent reveals the many leaders in the industry that the world needs to know too.
SGA Talent, Leaders in Recruitment Research and Recruiting With a Focus On Diversity Since 1989
As we continue to help our clients reach their diversity recruiting goals, we do so with a focus on data driven recruiting strategies, to include recruitment research as part of the process. From creating strong talent pools, building organization charts showing diversity and filling candidate pipelines always including diversity candidates, our goal is to help our partners with diversity hiring and talent intelligence to meet their Diversity & Inclusion Initiatives.
That said, as experts in the professional services industry and with the release of our latest study, we would like to introduce Women In ServiceNow you need to know.
SGA Talent Presents Who's Who Amongst the Key Players in E-Commerce, highlighting management teams and women leaders.
As we build engaged talent communities, we continue to conduct studies.
SGA Talent The Leader inRecruitment Research & Recruiting SGA Talent
Since inception, SGA Talent has been helping organizations build more inclusive work places by continuously promoting and emphasizing the need to require both talent pools and candidate pipelines include diversity. We believe part of our responsibility to our partners is to continuously remind them that workplace diversity starts with hiring and the importance of including diversity as part of their overall recruiting strategy. That said, as we continue with our mission we carry on with building and maintaining engaged talent communities that include diversity.
SGA Talent On-Demand Recruitment Research Express SGA Talent
SGA Talent Expands Service Offering With the Introduction of On-Demand Recruitment Research Express & On-Demand Recruiting Express. SGA Talent is a leader is Recruitment Research Globally
SGA Talent Presents The Key Players In The Medical Device IndustrySGA Talent
Since inception, SGA Talent has been helping organizations build more inclusive work places by continuously promoting and emphasizing the need to require both talent pools and candidate pipelines include diversity. We believe part of our responsibility to our partners is to continuously remind them that workplace diversity starts with hiring and the importance of including diversity as part of their overall recruiting strategy. That said, as we continue with our mission we carry on with building and maintaining engaged talent communities that include diversity. Part of doing this includes building our knowledge base of industry leading companies and the talent in the many industries in which we compete, always highlighting women. Part of our strategy is to create monthly industry reports to help with achieving our goals. This month’s report focuses on the Medical Device Industry.
2. 2www.sgatalent.com
SGA Talent offers complementary talent solutions designed to recruit talent with skills necessary
to help with each of our client’s growth. We are committed to creating customized cost-effective
and cutting-edge innovation solutions to hire skilled talent allowing our clients to stay competitive.
Having an internal recruitment research powerhouse, access to our proprietary AI database,
housed with recruiting experts all trained in traditional recruitment research and masters of
modern recruiting tools, creating a team second to none.
Able to quickly create talent pools, pipelines of interested, qualified candidates, to include diversity
has earned us a reputation as being a results driven partner. Known for having numerous
engaged networks and access to “passive candidates” as well as knowledge, our team works with
our clients to fully understand their business initiatives and talent needs. We look forward to
helping you too.
3. 3www.sgatalent.com
SGA Talent Overview
Extensive
Experience
• Longeststandingindependent
recruitmentresearchfirm inthe
country
• Eachleader hasover20 yearswith
thefirm
• Ourresearchteamon averagehas
over10 yearswiththefirm
• HugeNetworks& Talent
CommunityRelationships
Quality
Services
• Ability tocustomizesolutions
• Fully engagedteam
• We neveroutsource
• Scalable, Agile & Flexible
• Results Driven& Cost-Effective
Client
Focused
• Our#1 goalis topartnerwithour
clients to successfully achievetheir
goals eachandevery time.
• Full transparency
• CustomizedDeliverables
The SGA
Talent Difference
• ResearchFirst Focused
• Masteredthetelephone research
process
• Continuesto welcomes andgain
masteryof moderntools and
resources
• Innovate- We built ourown
proprietary AI database
4. 4www.sgatalent.com
Competitive Intelligence
• Talent Intelligence
• Diversity Studies
• Salary Surveys
• Succession Planning
Recruitment Research
• Talent Pool Development
• Talent Mapping
• Organization ChartDevelopment
• Candidate Profiling
One Company
One Team
Recruiting
• Candidate Pipelining forcurrent and future roles
• Full Life Cycle Recruiting
• On-Demand
• Diversity Recruiting
• Strategic/Opportunity Hiring
SGA Talent
Offering
Complimentary
Research &
Recruiting
Services
5. 5www.sgatalent.com
Sheila Greco,
Founder & Chief
Executive Officer
Highlights:
• Developed trusted relationships with talent acquisition leaders and human resources at Fortune 1000, start-
ups, and emerging growthcompanies.
• Began her career as a research associate with Goodrich & Sherwood, an executive search company in New
York City, and quickly ascended to Director of Executive Search, specializing in consumer packaged goods
marketing and sales.
• Bachelor ofArtsdegree inBusinessand Economics atHartwickCollege.
• Volunteersto Hartwickstudentson topicssuch asinternships,interviewing,and LinkedIn profile creation.
• Member of the National Association of Executive Females, Society for Human Resource Management
(SHRM),Society ofCompetitive Intelligence Professionals(SCIP), and Women inTechnology International.
• Speaker and contributoron issuesofhuman resources, recruiting,and talentmanagement.
• BoardMember to ChristianBrother’sAcademy, Albany New York.
Sheila Greco is the Founderand CEO ofSGA Talent, an “honestand transparent
partner,”an industry expertand proven leaderwith 30+years of recruiting
experience,committed toperformance,quality, and results.Shealso leads the
firm’s engagementsfor senior-levelpositions for many ofthecompany’s long-
standing clients, with particular expertisein professional services,healthcare,
consumer packaged goods, and manufacturing.
6. 6www.sgatalent.com
Joseph Morse,
President & Managing
Director - 24 years
with the firm
Highlights:
• Establishedan atmosphereoftransparency withhisteam,clients,and candidates and advocatesfor
completehonesty and open communication.
• Created strongindustryrelationshipsthathave stood the testof time.Hislaser focuson the human side
ofthe industrymakeshimnot only successfulbut impactful.
• Enjoysthe fastpace often requiredby clientneeds, butthe foundation ofhissuccessliesin hisabilityto
communicatewith and understand the needs of allparties.
• Recognizedas one oftheindustry’s best“generalists”withdeep knowledgein justabout every industry,
he continually looksforwaysto grow,both with SGA Talent and in hisrole asa husband and fatherof
four.Whetherfocused on a client's needor vettinga potential candidate, Joeis a leader
and an impact player striving to makeeveryinteraction a positive one.As
President/Managing Director, hefocuses on delivering quality results to clients
and helping theteamnavigate through theever-changing world executivesearch,
while SGA Talent continues tobuild a strong reputation as aleading firm.
7. 7www.sgatalent.com
Anthony
Carbone,
Partner Managing Director,
22 years with the firm
Highlights:
• Diligentlytrainsand develops histeam,managing severalindividual toptalentadvisorsand research
analysts.
• Leads by example withdiligent technical abilitiesand a keen, heightened collection ofpersonal and
relationshipskills.
• Addresseach opportunity from thevarying anglesof client,candidate, and positionto findprofessional
servicestalentthat positivelyimpactsfinancial success.
• Astheson ofItalianimmigrants,Tony isfluentin Italianand strongly values theimportanceand validityof
others’ perspectives.Builta highly accomplishedrecruitingcareerby holding the successand satisfactionof
othersas hisparamount goal.
• Holds a Bachelor DegreeofArtsinBusinessfromUtica College ofSyracuse University.
• When he isnotworking, he isbusy coaching both ofhisson’s soccerand footballteams.
Committing tothe core roots ofrecruitment researchand recruiting earlyin his
career,Tony’s motivated initiative and personal resourcefulnessquickly led him to
discover the unique challenges and rewardsof Professional Services & Financial
Services recruiting. Top producing expert,hejoined SGA Talent fortheopenand
collaborative culture, the broad national reach, and theextensiveindustry
knowledge, which inspired him to continue tostrivefor excellence.
10. 10www.sgatalent.com
Recruitment
Research
Services:
SGA Talent’s
Differentiators
• We arethe longest standingindependent recruitment researchteam in the country
• Ourteam -Client focused, experienced, knowledgeable, and committedto success
• 99% ofour newbusiness comesfromreferrals
• We createdour ownAIdatabase thatallowsusto search on multipleattributes
• Ourproven process -Ouruse oftraditionalresearchmethods combined withthe teamsmasteringof newtools
providesan unmatched result tocompletetalent pool development
• Ourfocus ison the United StatesMarket -Weknow the players,engage with themand continue tobuildstrong talent
poolsand networks
• Can partnerwith clientsat the beginning ofa projectorstepin to providesupport at any point to ensure successful
completion ofthe project
• Offera unique valueproposition nobig fees -you only pay for results
• Can scale up ordown to meettheexactneeds of ourclients
11. 11www.sgatalent.com
Approach
to Diversity
We startby askingourclient: Howwouldyoudefinediversity?
For some, diversity mayvaryfrom functionto function;for others, it could be across theboard. Once determined, we begin themethodical
process thathas provenaccurateandcomplete:
3
1
2
Diversity
Mapping
has its own
process
Define
Create
Talent Pool
Categorize
The result is a visualof theteamandtheplayers
12. 12www.sgatalent.com
Bradley Hunt
Chief MarketingOfficer,
Medicare&Retirement
Elena McFann
RegionalChiefExecutiveOfficer,
Central
Medicare&Retirement
KentMonical
SeniorVicePresident,
STARs,Quality &PerformanceImprovement
Krista Nelson
Chief ofStaff,
VicePresident,
StrategicInitiatives,Medicare&Retirement
JanelleStrop
VicePresident,
HumanCapital
Medicare&Retirement
Mark Phillips
Chief DistributionOfficer,
Medicare&Retirement
Mary Murley
VicePresident,
Chief Actuary
Medicare&Retirement
Susan Morisato
President,
InsuranceSolutions
Brandon Cuevas
Chief ExecutiveOfficer,
West,
Medicare&Retirement
Organization Chart Example Showing
Diverse Talent Shaded in Yellow
Retiring October2019
Brian Thompson
Chief ExecutiveOfficer,
UnitedHealthcare
Medicare&Retirement
UnitedHealth Group Inc.
9900BrenRoadEast
Minnetonka,MN55343
(952) 936-1300
Dennis O’Brien
Regional Chief Executive Officer,
East
Medicare & Retirement
13. 13www.sgatalent.com
We let our
clients drive the
process.”
All recruitmentresearchand CIprojectsareblindandtheprofessionalsSGA
Talentconnectswithare notmadeawareofthesponsoroftheproject
ForcandidatedevelopmentprojectsSGA Talentwilltakedirectionfromthe
clientastowhetherwecandisclose whowearerepresenting.
We adheretodataprotectionand compliancelawswhereapplicable
16. 16www.sgatalent.com
Our SGA Talent
Here For You
Culture
Kick-off meeting commitments ensuresthateveryonefeelsheard
andsupported
The agenda should be keptsimple butcover the role, the process, and expectations.
Each itemshould add value tothe discussion, and all partiesshould come prepared.
Often therecruiting kick-offagenda isdeveloped beforehand and senttoall parties
beforethe meeting.
The importance
of a kick-off
meeting
The Meeting –
Simply Done
Over the
Telephone
AlwaysStarton Time.
Allowthe client todrive the processand meeting.
Recognizethisasthe beginning of the engagement –An effectiverecruiting
kick-offmeetingpresents a unique opportunity toestablishthe tone ofa
mutually beneficialpartnership. Thistime shouldbe used tobuild trust
between allpartiesinvolved. Game on!
1
2
3
1
2
3
Startwiththe introductions.
Discussand reviewthe project/jobspecificationin detail –Ideal candidates
musts,needs, and wants,and the recruitingprocess.
Setthe expectationsofeach team player, discussingaccountabilityand
involvement.
17. 17www.sgatalent.com
Recruitment
Research
Services
Manyrecruitersassumeall potentialcandidatesareonpublicsourcesandwastetimeoninaccurateprofilesanda limited65% ofthetalent.
SGA Talentseestheselimitationsandoffersan integratedsolution thatworks:
Avettedtraditionalrecruitmentresearchtool(thetelephone)tomap outtalentfromallindustries.
EffectivenewtechnologiesandAItoolstoensurecreationofacompletetalentpool.
Recruitmentresearchthatis thestartingpointwhenassessingbottomlinerecruitingcostsandrecruitingefficiency.
Talent Pool
Development
Talent
Intelligence
Target List
Development
Organization
Chart Mapping
& Diversity
Profiling
Project Insights &
Intelligence
18. 18www.sgatalent.com
Recruitment
Research
Deliverable
“Everything we do is customized,
to include our deliverable.“
Youchoosethedeliverablethatworksforyou.
Theinformationisthesame:
• Contactname
• Companyname
• Telephonenumbers
• Email
• Profile(LinkedInorpublicprofile),
as wellas notesofinterest.
Word Excel
Organization
Chart
19. 19www.sgatalent.com
Excel Example of Research
Company
First
Name
Last
Name
Titles/Depts/
JobFunction
Address City State Zip
HQ/Main
Telephone
Direct Dial
Telephone
Reports
to
Email Address
DanaherCorp.
Corp.
William“Bill”
“Bill”
King
SeniorVicePresident,Strategic
Strategic Development
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5556 william.king@danaher.com
DanaherCorp.
Corp.
Daniel Raskas
SeniorVicePresident,Corporate
CorporateDevelopment
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5557 daniel.raskas@danaher.com
DanaherCorp.
Corp.
Christopher Korves
VicePresident,Corporate
Development
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5558
DanielRaskas christopher.korves@danaher.com
DanaherCorp.
Corp.
Jonathan Kramer
Director,Mergers&Acquisitions
AcquisitionsFinance(Corporate
(CorporateDevelopment)
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5559
DanielRaskas
jonathan.kramer@danaher.com
DanaherCorp.
Corp.
Adam Shen
Director,HeadofMergers&
& Acquisitions,Corporate
Development,China
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5560
DanielRaskas
adam.shen@danaher.com
DanaherCorp.
Corp.
Jeff Szekeres
VicePresident,Corporate
Development,Life Sciences &
Sciences& Diagnostics Segment
Segment
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5561
DanielRaskas
jeff.szekeres@danaher.com
DanaherCorp.
Corp.
Phillip Whitehead
VicePresident,Corporate
Development,Europe
2200Pennsylvania
Pennsylvania
Avenue,NW
Washington DC 20037 (202) 555-5555 (202) 555-5562
DanielRaskas
philip.whitehead@danaher.com
20. 20www.sgatalent.com
Recruitment
research
organization
chart example
NationalInstrumentsCorporation
(Electronics,ElectricalMachinery&EnergyBusiness)
11500North MoPacExpressway
Austin,TX 78759
(512) 338-9119
Ajit Gokhale
SeniorVicePresident,
GeneralManager,
Electronics,ElectricalMachinery& EnergyBusiness
DarcyDement
President,
GeneralManager,
Micropross
France
IanFountain
Director
TechnicalMarketing
SteveJohnson
President,
GeneralManager,
Diligent,Inc.
Seattle
MarcelaMaldonado
Head,Systems Research&Development
Kyle Voose
Director
AutomatedProductionTest
JamesKimery
Director,
Marketing,RF& Commmunications
Andy Bell
Director,
GlobalAcademicProductManagement
DaveWilson
VicePresident
ProductMarketing,
(Software, AcademicsCustomer Education)
24. 24www.sgatalent.com
Example of
Recruitment
Research
MetricsTheSGA Team wastaskedwith creatingorganizationchartsof
ourclient’sdirect competitorsto identifydiversecandidates
TotalSpent:$4,000.00 By theNumbers:
Asian-Americans:18
AfricanAmericans: 22
Latinos:30
Caucasian:124
Females:56
(wasall inclusive)
TotalSizeof Talent
Pool:250
25. 25www.sgatalent.com
SGA Talent
Recruiting
Success Metrics
Recruitingcan be measuredeasily.Formost of ourclientswe track thefollowing data:
“When you hire SGA Talent to help with
recruiting, you are hiring a team of
experts, not just a recruiter.”
Sizeof
Talent Pool
MixofTalent Pool
Number of
Candidates
Presented
Number connected
with
Cost
Number candidates
screened by
recruiter
Number of
candidateswho
made itFace toFace
Number
who receivedOffers
1 2 3 4
5 6 7 8
26. 26www.sgatalent.com
Recruiting
Metrics
The SGA Team worked with the internal
recruiting team tofill multiple data analytics
consulting roles.
Average cost per hirewas $9,100.00
1095Applicants Sourced
43 Applicants Screened
34 Applicants Tech Screened
19 Interviews
11 Offers
9 Accepts
79% RecruitertoTech
56% Tech toInterview
58% InterviewtoOffer
18% OffertoAccept
27. 27www.sgatalent.com
We look forward to
partnering with you.
518843-4611
It’sNotAboutThe Fees,It’sAboutthePartnership.
Let’shaveaconversationtodiscuss howwe can helpyou
achieve yourhiringobjectivesandtogethercreatetheright
recruitingsolutionwithinyour budget