Adams Financial Recruiting
Executive Search Services

Because we may not have worked together before, we would like to review with you at the outset of this search assignment the expectations that you should have of us, and in turn those we will have of you, throughout the assignment.

Any successful search requires a close partnership between client and recruiter. Critical to this process is a back-and-forth flow of information that lets you know, at any given point, where we are in the process and that provides us with the "tools" we need to do our job. The mutual assurances listed below are intended to facilitate the completion of this search in a manner that is timely, smooth, and professional.

We promise to deliver the following search/selection process:

1. During the first few days, build a framework by doing a needs analysis which defines the position, its responsibilities, compensation, expectations of the position, determine how to present the opportunity, and then strategize on how to get the best candidates excited by opportunity
2. Match candidates to client's criteria, location, and requirements
3. Provide Client with a resume of any qualified candidates if one is available
4. To assist Client in any way possible in the coordination of interviews and follow-up after interviews.
5. To provide regular progress reports throughout the search process and to present a short list of qualified candidates when possible on a timely basis after we conduct candidate interviews to determine appropriate background, salary requirements, motivation to make a job change, ability to relocate, and to discuss if her/his short and long term goals are a match to the position
6. We prepare candidates for their first interview by sharing with them what is needed for the first meeting.
7. We prepare all hiring managers for each meeting with candidate "hot buttons" and stay in touch with you on an as-needed basis throughout the duration of the search
8. To debrief the candidate after each interview and provide immediate feedback to you
9. Debrief the hiring managers and make sure that candidates not desired can be released professionally
10. To complete referencing for each candidate, when appropriate, and deliver reference information to you in written or verbal form
11. To assist and help negotiate the offer as well as address with the finalist candidate issues relating to resignation, counter-offer, relocation, and start date
12. Do appropriate client and new hire follow up for the long term
13. Ask for client and new hire references that can be used to help promote the next search assignment within this company and other new recruits

What we ask of you:

1. To process the fee agreement in a timely fashion, bearing in mind that recruitment cannot begin until the search agreement is signed and returned to us with the proper acknowledgment.
2. To provide within three days all written materials such as job descriptions, annual reports, association/seminar attendance rosters discussed during the initial discussion about the job
3. A list of companies you would like for us to concentrate on recruiting from and those that are off limits
4. The recruiter must have direct access to the decision maker and the facilitator (human resources)
5. Be willing to provide us with at least three available interview times that the hiring manager will be available during the first one to two weeks after the search begins
6. To fully disclose to us any pending internal candidates or any others under consideration for the position
7. Notify us immediately if you aren't willing to pay reasonable relocation expenses to move an out of town candidate or reimburse candidates for expenses associated with on-site visits
8. Contact us within 24 hours of receiving candidate resume to discuss candidate
9. To interview qualified candidates with or without a resume within five business days by telephone, video conference, or in person; this should be with a key decision-maker in the hiring process
10. To organize and articulate the interview process in a manner that is timely, efficient, and consistent to facilitate candidate evaluation
11. At all times clearly communicate any changes in urgency to fill the position
12. To offer interview debriefs on candidate interviews within 24 hours
13. To involve Adams as a partner in the end-game negotiation process, including possible presentation of attractive offers that we believe will be accepted

Remember, the more responsive and efficiently you are reacting to our candidates, the more motivated our recruiters will be to actively present your job to new candidates day to day.

We look forward to the opportunity of working with you in order to fill your urgent positions with the best candidate as quickly as possible.

Adams, Inc.
17330 Wright Street, Ste 101
Omaha, NE 68130 Email: jobs@adams-inc.com
Web page: www.adams-inc.com

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