Looking for a Recruitment Research & Recruiting Leader? Let SGA Talent help you customize the right recruitment research & recruiting option.

1. 1www.sgatalent.com
www.sgatalent.com
Providing Talent and
Intelligence to help
companies build
better organizations
Allthe RecruitmentResearchand TalentRecruiting You Need
to GetThere

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.

8. 8www.sgatalent.com
Industry
Expertise
Healthcare/Pharmaceutical/Biotechnology
Retail
FinancialServices - Insurance/Banking
Professional Services/Consulting
Technology
Engineering
ConsumerPackagedGoods
Construction
Manufacturing
High-Tech
Hospitality
Media & Entertainment
Energy
Education
Advertising- DigitalAdvertising Agencies
Industrial
Chemicals

9. 9www.sgatalent.com
SGA Talent
United States
Based With A
United States
Focus
Themajorityof ourwork is UnitedStatesfocused,
howeverwe havecompletedprojectsin:
South
America
Europe
Asia

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

14. 14www.sgatalent.com
SGA Talent’s
Core Services
Noteveryrecruitingassignmentisthesame.Werealizethatandhave
solvedtheproblem.
SGA Talentisagile,flexible,andcan easilyadapttotheneedsofeachclient
byprovidingawiderangeofrecruitmentresearchandcustomizable
recruitingservices.
Byofferinga continuumofrecruitingservicesalongwithtailoredsolutions,
wearereadytohelpourclientsmeettheirrecruitingchallenges.
Customized Competitive
Intelligence

15. 15www.sgatalent.com
Kick-Off Meeting
Be Prepared!
Beforewebeginanyrecruitingproject,evenrecruitmentresearch
assignments,weaskfor
a kick-offmeetingpriortothestart.
Weusethistimeto:
“We believe “Kick-Off Meetings Create
Strong Partnerships Right From The
Start.”
Shareanddiscussrelevantinformation
Expectations
Metricsthatwillensuresuccess
1
2
3

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)

21. 21www.sgatalent.com
Flexible
Recruiting
Options
SGATalentunderstandsthatdifferentrecruitingsituationsandchallengesrequiredifferentsolutions.Weworktodevelopthesolutionyouneed.
Ourgoalis tobeanextensionofyourrecruitingteam,nevertoreplaceit.Younolongerneedtolockintolong-termcontractsandhugemonetaryagreements.
Considerusyouron-callrecruitingresource,readytostepinwiththetimelyandflexiblerecruitingsolutionyouneed.
Full Life Cycle
Recruiting
Opportunity
Hiring
Pipeline
Development
Provide Recruiting
Analytics &
Statistics

22. 22www.sgatalent.com
Example of a Recruiting Call Sheet
Stage Name
Company
Name
Title City/State Work Phone Cellphone Notes
Submitted ErikDohler Biogen SeniorSupplyChainAssociate Wolcott,CT (203) 777-1111 (203) 921-3344 Passed TelephoneScreenschedulingFace-to-Face
Submitted RichardIrving Zefer
SupplyChainManagerExternalSupply
ExternalSupply
Glenmoore,PA (973) 822-7111 (973) 843-4612 Interviewedwith managementteam waiting to hearback
Submitted Lisa Turbull Celgene SupplyChainManager ThousandOaks, CA (815) 447-3484 (815) 405-2222 ExtendingOffer
Submitted Stephen Olgy HealthServices ClinicalSupplyChainAnalyst Raleigh,NC (812) 818-9765 (919) 777-1212 Did not pass Face-to-Face
Screening TomBrocaw AbbVieCompany
Seniorclinicaldrugsupplyassociate
associate
San FranciscoBay (382) 774-7337 (208) 355-2350 Screening–sentjob specification
Screening PaulMaranda Genentech SupplyChainManagement Rahway,NJ (269) 778-8600 (269) 850-1232
Screening–sentjob specification
Screening KimBrumley
Johnson & Johnson
SupplyChainManager Cary,NC (508) 341-6100 (718) 8427706
Screening–sentjob specification
Screening WilliamBrey Celex SupplyChainManager Shenandoah,TX (981) 863-3000 (231)936-1719
Screening- –sentjob specification
Screening TomCrawford GroupW SupplyChainPlanner Boston (617) 923-4454 (857) 213-0725
Screening- –sentjob specification
Screening DonGordon Tesaro Manager Germantown,MD (302) 234-5678 (302) 888-8528
Screening- –sentjob specification
Not interested
interested
ChrisLacy
Johnson & Johnson SeniorClinicalSupply ChainManager
Manager
Los Angeles (922) 389-6700 (912) 373-9876 Interviewedwith SGA Talent – cannotrelocate
Not interested
interested
June Yam Glaxo
SupplyChainPlanner,ClinicalSupplyChain
SupplyChain
Framingham,MA (352) 970-0910 (345) 876-0090 Connectedwith SGA Talent –Nota perfect fit

23. 23www.sgatalent.com
Customized
Competitive
Intelligence
• CompanyProfiles/Benchmarking
• OrganizationalCharts
• AnalysisofStrengths&Weaknesses
• SalesDistributionMethods
• NewProductDevelopment
• ManufacturingCapabilities
• SalarySurveys
• SuccessionPlanning
“Clients Come to SGA for Answers”
SGATalent’sCompetitiveIntelligenceteam hasgrownintoa vitalpartnertomanyclientsrequesting
essentialinformationtobecomealeaderintheirspecificindustry.Wecollectvaluabledataand
“connectthedots”toachievecompetitiveadvantagesforclients.

24. 24www.sgatalent.com
SGA Talent
Research
Success Metrics
Wefollowthesimplerule,“whatgetsmeasuredgetsmanaged,andisa pathwaytosuccess.”
Formostnon-recruitingprojects,thisistypicallywhatwefollowformetrics:
1
2
3
Settheobjectives
Agreeuponthetimingofthecompletion
Havea roadmaptomeetthosegoals
Monitorthemetrics&results
Changeas neededtoreachgoals
4
5

25. 25www.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

26. 26www.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

27. 27www.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

28. 28www.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