FPC presents

Why Talent 360?

Fill open positionsUpgrade talentMaintain a full bench ofqualified professionals

Why Talent 360?

We can also help:

• Create a streamlined and efficient strategy to attract and retain unique, talented professionals

• Decrease the number of vendors • Reduce costs • Establish a successful, replicate-able

process• Build a consistent, effective “recruitment

brand”

Why FPC?

Experience• 50 years of executive search• Proven process

Nationwide coverage• Over 70 offices and 200 recruiters

Specialization• Extensive reach within numerous

industries and disciplines • Specialized consultants

Why Jeff Herzog?

Jeff HerzogPresident, FPC of New York City

Experience• 13 years in Recruitment & Human Capital services

Specialization• Finance and Accounting in Pharmaceutical, Biotech

& Medical Device

Proven Success• Recent pharma/biotech/med device placements:

– Group Treasurer– Senior Consolidations Accountant– Global Director, Accounting & Consolidations– Corporate Controller– Senior Manager, Financial Controls & Policies– Senior Internal Auditor

Foundation

Performance

Commitment

Foundation

Sourcing Profile– Developing the Ideal Candidate Portrait

(ICP)– Job Requirements

(See job order card on next slide)

– Position Forecastwhere the position will go in 3,6,12 months and beyond

– Salary assessment and benchmarking

– Which companies to recruit from

– Leverage FPC network and resources to develop a comprehensive sourcing plan

Ideal Candidate Portrait (ICP) Form

Foundation

Sourcing Strategy– Combination of traditional &

proprietary active recruitment methods

– Leverage power of the FPC network of 70 offices & 150+ recruiters

– Tap into exclusive relationships built over many years to access currently employed, passive job seekers who are motivated for the right opportunity

– The internet represents only one of many tools used in the FPC Sourcing Strategy

– Nationwide network allows us assist our clients to expand their Diversity Recruitment needs

FoundationScreening Process

– Significant focus on educating our recruiters and requiring them to specialize in an industry and discipline

– Superior understanding of our clients needs allows us to focus on the top talent based on experience, motivation and commitment

–Each candidate is required to fill out an in-depth “Candidate Profile” form which gives much greater insight into soft traits–Proprietary interview techniques which enable us to only recommend the most qualified professionals for each position

Performance

Candidate Presentation– Top 2-3 candidates for each position are

presented– Candidates are prescreened, phone or

face to face interviewed & pre-closed for commitment

– Candidate Summary Reports (CSR)

Interview Coordination– Schedule confirmation– Travel arrangements booked (if needed)

– Co-branded, electronic interview package delivered to candidate

including

Performance – Sample Candidate Email

Performance - Sample Interview Agenda

Commitment

Selection & Hiring

– Candidate Selection

– Full reference report at client’s request

– Offer Generation and Presentation Strategy

– Background Check – education, criminal, credit

– Ensure acceptance

On-Boarding and Post-Start Follow Up– Manage Candidate Resignation Process

– Co-branded Welcome Package

– Follow Up Progress Reports

Commitment

Candidate Care– Treat each individual with same level of

respect and integrity that we do our clients– We understand that unique, qualified

professionals are the foundation of our success

– Honest dialogue with candidates we are unable to assist

– Belief that we have a responsibility to the job seeker marketplace

– Stringent applicant tracking policies and procedures to ensure adherence to regulations

Contact: Jeff Herzog President FPC of New York City 212-302-1141 jherzog@fpcnyc.com www.fpcnyc.com