Performance Based Retained Executive Search

Defense Systems – AerospaceAirborne Power Systems - Cyber

Security

“75% of newly hired executives are having trouble with interpersonal skills (the ability to build relationships, collaborate, and influence others).

~(American Society for Training & Development 2011)

A troubling finding of the study is that many of these executives had both strong technical skills and years of previous management experience and yet they fell short in the interpersonal area.” 

Coachability (26%): The ability to accept and implement feedback from bosses, colleagues, customers and others.

“The Top Areas of Failure and Percentage of Respondents:

~Study from Leadership IQ 2009

Emotional Intelligence (23%): The ability to understand and manage one’s own emotions, and accurately assess others’ emotions.

Motivation (17%): A sufficient drive to achieve one’s full potential and excel in the job.

Temperament (15%): Attitude and personality suited to the particular job and work environment.

Technical Competence (11%): Functional or technical skills required to do the job.”

Why risk your stakeholders’ investments on inexperienced internal recruiters, poor screening by contingency based search firms, job postings, and generalist retained search firms? Why hire a B or C Player?

cost effective speed in delivery results in recruiting candidates who meet or exceed

client expectations these new hires positively impact your bottom line.

NextGen Global Executive Search uses a client-focused proprietary Performance Based Search methodology that brings forth “A Players” each time.

C5ISR - InfoSec - BMS – Cyber Security - SIGINTProducts in the aerospace and defense (A&D) industry are inherently—and sometimes extraordinarily—complex.

Whether you are searching for a CXO, SVP, or a VP in C5ISR Business Development, Cyber Security Chief Systems Engineer, or a Director Product Management in Airborne Power Systems, NextGen Global Executive Search can find the top talent you need.

Aerospace and Defense Systems Focus

TAIS, THAAD Weapons Systems, Missile DefenseTargeting & NavigationAirborne Power GenerationMobile Ad-Hoc Defense

C4 and C5 ISRINFOSEC, Cyber SecurityBattle Management SystemsSIGINT, TechINT, IMINT

Decision Makers & Senior Executives

CEO, CTO, COO, CIOSVP, VP Sales & Biz DevCMO, VP Marketing & MarCom

SVP, VP EngineeringSVP, VP Product ManagementCFO, SVP, VP FinanceCOO, SVP, VP OperationsChief & Principal Engineers

Our Search Method Defined

We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position.

Your market position Corporate vision Unique attributes of the

executive team Strengths & weaknesses of

the organization Key differentiators between

you and your competitors

Rather than using “typical job descriptions”, we focus on:

What does the candidate taking the job need to do to be successful, not what the person needs to have.

What a candidate DOES with his or her skills, experiences, and abilities rather than the HAVING of these.

Define the salary, benefits, career development opportunities, rewards, culture, and management style.

Define Performance Objectives and EVP

Define the (E

VP)

Executive or

Employee

Value Proposition

2 Education/Experience

1

3 Adaptability

5 Corporate Culture & Company

Lifecycle

6 Accomplishments

Skills/Intelligence

Define the Tangible Skills and Experiences Required in Your Ideal

Candidate

thought processing, reasoning , and persistence traits

motivational factors and problem solving style

conflict resolution skills

planning and organizational skills

execution and project management techniques

leadership qualities and relationship building skills

Identify Key Intangible Traits

of the Ideal Candidate

Why does the position exist, or if replacement, why?

What aptitudes and leadership qualities are mission critical?

What accomplishments and external/internal motivations are non-negotiable?

Conversely, which are not needed?

Determine the critical goals and major business successes the candidate will be accountable for

producing.

BenchmarkKPI

Key

Performance Indicators

Perform research in the vertical market to define the compensation range, assess retention rates of your direct competitors, and review existing and future market trends.

We then develop a search strategy that will identify and recruit the exceptional talent you require.

Our delivery from start to finish is fast, responsive, and will meet or exceed your expectations.

Develop the Search Strategy

We use our vast database, networking, cold calling, and referrals to target potential talent.

Sourcing, Interviewing and Screening

Perform initial screening interviews to identify a potential list of the selective candidate pool, which can vary between 5 to 15 candidates, depending on the aspects of the search.

Series of in-depth Interviews - Drill down to Top 10%• define usage and accomplishments in the required

Tangible skills of the candidates

• determine the demonstrated Intangible Traits of the candidates

• document that candidates have the similar corporate culture, product/service lifecycle and personal/professional background ideal for internal communications and external effectiveness.

• detail contacts and relationships within the industry vertical with investment community, customer decision makers, and peers.

• assess which candidates have the potential to meet or exceed the Performance Objectives

We confer with the Client on the steps we have taken in the process, the number of candidates being considered, and timeline update.

This assures the client that the NextGen GES team is on the right track and on schedule.

Example Behavioral AnalysisM easuring the

Quality of Hire

Custom ized tests validate the candidates decision m aking tra its, aptitudes, m otivations, va lues, and w hether he/her is a Natura l Fit for the ro le.

Measuring the Quality of Hire

Customized tests validate the candidates decision making traits, aptitudes, motivations, values, and whether he/her is a Natural Fit for the role.

“Behind-the-scenes” industry references.

We confidentially cold call former customers, colleagues, and vendors that the candidates have worked with; these reveal the best unscripted references possible.

With Earnings per Share, Reputation, and Ethics being so very important today, we also conduct civil, criminal, and social media background checks, as well as credit checks for CFO and VP Finance roles.

Present the Short List of Candidate Dossiers Most retained search firms view Short List as Finalist

Candidates. At NextGen Global, we view the Short List as Preferred

Candidates who meet the parameters of the search assignment.

These are NOT Finalist Candidate YET as the Client opinions and preferences need to be heard.

Candidate Dossiers are delivered over a secure web site. These include complete info on background, skills, experiences, accomplishments, assessments, audio summary of documented behavioral analysis, contacts and relationships, industry reference checks, and scorecards against the Performance Objectives.

After the Client has Reviewed the Short List, the next step in our Performance Based Search method is to determine the Finalist Candidate(s). We work with the Client to develop two scenarios to be used in the Final Interviews, which we perform face-to-face with the candidate(s). These real-time hypothetical

reasoning and situational scenario behavioral interviewing techniques are designed to reveal a candidate’s leadership, persistence, and adaptability to fit the specific role and move your strategy forward.

No other retained search firm includes this STEP

which is ESSENTIAL

We videotape the Short List Candidate(s) Final Interviews and a Final Assessment is performed by a Senior Partner to determine the Finalists - those who can meet or exceed the Performance Objectives.

Client has access to the video and assessment over a secure web client.

Our Practice Leads have decades of experience in negotiating offers with different compensation levels including

• Performance MBOs• Profit based MBOs• Target Commissions• Corp. Bonuses• Stock Options• Equity & Share Options• Relocation Package• Benefits Package

Scheduling Face-to-Face Interviews and Closing the Candidate

•Have confidence in the transition process for a new leader or exec.•Ensure a new leader will be effective in a short time.• Improve the average retention time of your leaders and executives.•Gain a competitive recruiting edge for top leadership talent.•Maximize the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.

The unique best practices delivered by NextGen will help you accomplish all of the above by utilizing a customized, one-on-one, version of our Renewal™ World Class+ Executive Onboarding Program.

You have invested to hire; now invest to retain and grow.

High Impact OnboardingAn Investment in Your New Leaders and

Executives Our placements meet performance objectives sooner and are retained longer.

High Impact

OnboardingAn Investment in Your New Leaders and

Executives How Does It Work?

. Goal of Each Phase of Renewal™ Leadership Onboarding

Phase Objective Timing

Affirmation Ensure the new leader or executive constantly believes he/she made the right decision.

Begins no later than the Offer Letter and continues through Day 90.

Welcome Communicate a highly-personalized message of acceptance and attention.

Begins with the Acceptance Letter and continues through Day 30.

Foundation Transfer company, department, and role-specific knowledge, skills, and attitudes for accelerated competency.

Day of Acceptance Letter through Day 60.

Assimilation Immerse new leaders in the company culture and help them be proud of it.

Most important phase: Acceptance through Day 120 (3 months).

Contribution Within a predetermined number of days or weeks, begin to see real productivity from the new hire and provide a positive experience that he/she is a contributor.

Day 15 through Day 120 and beyond.

Growth Begin to see an independence and demonstrated insight in the knowledge, skills and attitudes of the new leader.

Day 60 through Day 120 and beyond.

Sharing Gain an early ROI by utilizing the “graduates” as Advisors and garnering feedback from them and their managers

Begins when the individual leader’s Renewal™ program is completed at Day 180. Execs may be Ambassadors. Leaders can be Advisors.

Our fees are perfo

rmance based

defined on meeting delivery

milestones resulting in a solid

hire.

NextGen GES provides the best

replacement warra

nty in retained

search - a full o

ne year replacement.

Offices in Chicago, Annapolis, Palo Alto, Boston, Dallas, Nashville, London, UK

Craig Hufford, Managing Partner and Practice Lead Defense Systems and AerospaceAirborne Power Generation – Cyber Security

Toll Free: (888) 501-5580 x 101Direct: (630)378-0005Fax: (888) 505-3656 Mobile: (630) 240-0041Email: defense@nextgenges.com