Blackhawk Executive Search, Inc.

Clients

The Blackhawk Executive Search is more than just filling a vacancy. We:

• Consistently fill critical positions with a sense of urgency.
• Focus on management style in addition to defined job requirements.
• Target candidates who will generate revenue or cut costs.
• Identify individuals whose personal style will complement your corporate culture.
• Are Partners in the process, from referring candidates, through the interview, offer and acceptance until the candidate commences employment.
• Communicate regularly with both the hiring manager and HR during the hiring process.

Recruiting - Our Style

Recruiting is the most efficient manner in which companies can locate and hire top talent who will contribute most effectively to their bottom line!

Since time is an expensive commodity, you value a service which gets timely results. Armed with an informed understanding of the position requirements, your corporate culture and the career path opportunities, we begin our meticulous process. We conduct an initial market survey, contact key individuals, and access our nationwide network and referral system. No one knows the market and where the hidden talent sources are like we do.

Our search always begins in your local geographic area, expanding to nationwide only as necessary. We identify, select and present only the most qualified candidates for your consideration.

Your confidentiality is maintained in the marketplace until we have identified the best candidates to fit your specifications; only at this time do we name your company.

As active members of a national recruiter network specializing in Finance, Accounting and Wealth Management, we have access to thousands of qualified candidates who are ready to take advantage of an opportunity that will further their career. Your position may be that opportunity!

Representing your Company

We are aware that you can choose from a number of recruiting firms to fill your positions. The bottom line is that you would be hiring us as individuals and professionals to personally conduct the search. As Certified Public Accountants we bring our professional ethics to the process in addition to over 30 years of business expertise.

Our goal is to develop a valued long-term relationship with you!

The major thrust of our effort is in Wealth Management, Finance and Accounting. We can sell the right candidate on your company because we understand the intricacies of these areas and are able to speak the language to all involved in the hiring process including the prospective employee.

You will personally benefit from our years of experience in recruiting whether it be through a discussion of market conditions, suggestion of interviewing techniques, closing the candidate before the offer is presented or any of our other numerous services offered.

Of Current Interest

Most players in today's market share the concern of employee retention. Counter offers are rampant, large signing bonuses are the norm and company allegiance is mediocre at best. Employees have been downsized, outsourced, displaced and replaced and they are constantly reevaluating their options. In addition, due to a generation of baby boomers facing retirement, there is a shrinking employee pool to access, which puts the candidate in greater demand. If employee retention is a serious problem for your company, now is the time to respond!

Consider implementing the following actions:

• Performing effective exit interviews to determine the reasons for attrition.
• Evaluating the market and set competitive salaries and benefits.
• Creating an environment that attracts talented individuals and subtly coerces them to stay - a golden handcuff may be in order.
• Constantly review and update your "On Boarding" process.
• Consider and value the quality of life desired by your employees.

Define your needs (and Corporate Culture)

Take an objective look at your organization and determine what type of individual will fit in the best. Sample questions to consider:

• Does your staff work as a team or independently?
• What is your management style?
• Are goals specific and attainable?
• What forms of motivation do you use?
• Do you encourage additional education? Do you contribute toward the cost?
• Are extended hours an expectation? Can work be taken home?
• Have you considered allowing one virtual workday each week?
• How flexible are your work hours?

Interview Process and Offer

Just as a candidate's appearance makes a first impression, so does the initial interview. In the current market, you must represent the best your organization has to offer.

• Roll out the red carpet and treat each candidate as a very important person.
• Provide the candidate with a personalized schedule of who will be interviewing them and the approximate length of time for each interview.
• If an applicant is coming from out of the area, make sure that accomodations and travel arrangements are complete.
• Be organized: Have a copy of the resume on your desk and review the resume immediately prior to your meeting with the candidate. Make notes of areas you wish to question.
• Have a list of questions prepared to cover the same topics for each interviewee.
• Think of a problem or scenario that an employee will be handling and direct the candidate to address possible solutions.
• Consider using Behavior-Based interviewing questions where appropriate.
• Making the individual feel comfortable and welcome may make the difference as to whether or not the candidate will accept your job.

A major benefit you receive with our service is the negotiation of your offer. There are many underlying reasons why a candidate may turn down an offer including: money, security, relocation issues, flexibility of working conditions, fear, etc.

You have in front of you the best candidates matching your requirements, you have interviewed them, and carefully selected the most qualified person to fill the job....now is not the time to lose them!

Since we are thoroughly familiar with the candidate and his/her motivation, we are able to advise you of hidden issues, negotiate a reasonable compromise and "sell" your offer to the candidate.

We will discuss the offer with you in advance so that we, as a team, will be prepared to handle any possible objections and issues.

Types of Engagements and Fees

• Retainer - Retainer searches receive top priority. The client remits a portion of the fee upon acceptance of the agreement, a portion when candidates are submitted, and the balance upon candidate acceptance of the position.
• Search Initiation Fee - A deposit of 1/3 of the fee indicates your committment to finding the right person for your position. The 2/3 balance is due upon the candidate's acceptance of your offer.
• Contingency - Contingency searches are paid for when the candidate accepts a position. While contingency searches are subject to the same standards applied to all of our searches, they are worked as time permits while completing other searches.

Our fee for service is a percentage of the total annual compensation including base salary, bonuses and/or commissions.