• Distinguished Professor-Medical School
  
  
• CEO Not-For-Profit
  
  
• Director of Creative Product Development
  
  
• 2 Design Managers
  
  
• Market Research Project

• Catalog Art Director
  
  
• National Sales and Marketing Executive
  
  
• Director - Consumer Credit
  
  
• 2 - Executive Directors Non-Profit Association
  
  
• Division Officer -- Healthcare

FACT 2:
There’s a fee either way. Therefore, the paying client should feel very comfortable with whom they’ve hired to represent them.

Contingency. . . A "first with the most" mindset; most of these recruiters do not have a sense of ownership as they know many others are working to fill the same assignment.

Retained. . . A complete selection process is established up-front, thereby creating a true partnership, consulting agreement, and motivation for assisting the client in identifying the very best pool of candidates. Only then can the “right” hire be made.

Retained. . . The client knows a consistent message is being conveyed to prospective candidates. As a result, the interview process will be much easier for the client to assess in evaluating finalist.

Retained. . . The focus is on recruiting fully screened and qualified candidates . . . who are not usually looking for another position. Also, accountability is vital to the retained firm. . . hence the reason they’re driven to work on the assignment until the position is successfully completed. . . no matter how long it takes.