REQUEST FOR PROPOSAL FEBRUARY 2009 FOR MARK CUBAN Healthcare Recruitment Services Offered By: Healthcare Recruitment Company (HRC) Dallas, TX [email protected]
1. REQUEST FOR PROPOSAL FEBRUARY 2009 FOR MARK CUBAN Healthcare
Recruitment Services Offered By: Healthcare Recruitment Company
(HRC) Dallas, TX [email protected]
2. Dear Mr. Cuban, We would like to take a moment and thank you
in advance for reviewing our proposal. Your idea is an incredible
one, and a remarkable show of character. It does not matter what
company(s) you choose to invest in, (Even though I would love it if
it were ours!), what matters is that you are choosing to do
something. I appreciate your random act of kindness, and I hope it
inspires others to do the same and pass it forward. On a side note,
this proposal is for an existing company. For our clients
confidentiality, we have changed the name to a generic name. We
have put everything else in the open for all to see, as only our
name was changed. Although this is an existing company, we are a
small company. We have gone through all of the start up headaches,
and are in a position to expand. What we are lacking is the funding
to do so. The opportunity presented here is outstanding, but
unfortunately we do not have the means to put the plan into action.
As you will see in this proposal, by investing in us and our
company, your risk will be minimal and your reward great. Thank you
again for your time and generosity. Good luck on your search! Now,
please turn the page to see an incredible proposal and an
outstanding business plan! Thank you, Amanda (one of the two
owners) [email protected]
3. Mark Cuban Request For Proposal February 2009 TABLE OF
CONTENTS 1. Why Invest in Healthcare Recruitment Company 2. Summary
of Qualifications 3. Methodology to Prospective Clients 4. Summary
to Prospective Clients 5. Cost Breakdown 6. What We Offer Our
Employees 7. Projected Owner Revenue Healthcare Recruitment Company
Page 1
4. SECTION 1 WHY INVEST IN HEALTHCARE RECRUITMENT COMPANY
5. Mark Cuban Request For Proposal February 2009 WHY INVEST IN
HEALTHCARE RCRUITMENT COMPANY Why invest in Healthcare Recruitment
Company? Why not?! This is an industry that is recession proof, and
actually has more business during an economic crisis, but at the
same time has a huge shortage of professionals. HRC will create
jobs nationally on multiple levels, which will help boost the
economy. This is an existing business where the owner has years of
experience, and is one of the best in the country. HRC already has
existing clients nationally and national connections, so with the
right funding, this company can hit the ground running and produce
quickly and in high volume. This is not a company that needs to
grow by advertising. Actually, this business does best on word of
mouth and referrals. There is little overhead, as this company is
run virtually. With an excellent tracking database, and daily goal
and production calls, we can monitor the production of all
employees. Going virtual opens the door to more money in the owners
pockets, more money for the employees, more money in the clients
pockets, and gives us a national opportunity for employment. During
hard economic times, the healthcare industry suffers. When times
are tough, more people go to see the doctor. This would be okay and
would actually help the healthcare industry, but currently there is
a major shortage in healthcare personnel. As the Baby Boomers
continue to age, there is even more of a demand on healthcare
professionals. For instance, Baby Boomers visit a hospital on
average four times more than all other patients. Hospitals are
understaffed and patients are not getting the care they deserve or
need. Wait times are long, doctors are unavailable, and allied
staff is overworked. That is where HRC comes into play. Our
marketers find needs at healthcare facilities, get a detailed
profile of the positions, offer them an incredible low price to
fill those positions, and work closely with recruiters to fill
those positions. We are changing the lives of all levels of staff
and patients every time we fill a position. We help alleviate the
stress put on the allied staff, the facility, and we are giving
that facility the opportunity to take care of the patients the
right way. Patients are not just a number anymore; they are actual
people who have doctors and staff who can now give them one on one
attention. HRC is also creating jobs nationally by the staff we
employee. We will continually have new positions available for
recruiters and marketers as the company expands each month. This is
also a company that can expand into other fields as well. This will
open up even more employment opportunities, and will put more money
into the economy and the owners pockets. There are other medical
recruiting fields that can be added, and we can even add other
professional fields. This is a company that can always be
expanding. Healthcare Recruitment Company Page 3
6. Mark Cuban Request For Proposal February 2009 WHY INVEST IN
HEALTHCARE RCRUITMENT COMPANY As everyone knows, there is a nursing
shortage that has been growing for the last decade. It is predicted
that by the year 2014, there will be a shortage of 1.2 million
nurses. As huge as this is, that is only part of the allied health
shortage. By the year 2020, it is predicted that there will be a
shortage of allied health professionals that will equal 1.6 million
to 2.5 million. Out of the 30 fastest growing occupations, more
than half are allied health. The professionals are there, the
medical facilities are in need, and HRC is the way to put them
together and fill the shortage. Healthcare Recruitment Company Page
4
7. SECTION 2 SUMMARY OF QUALIFICATIONS
8. Mark Cuban Request For Proposal February 2009 SUMMARY OF
QUALIFICATIONS What sets our Healthcare Services apart from other
sources is that we understand that no two facilities are exactly
alike. We work to ensure that your needs are fulfilled by pairing
up our internal staff to focus on your specific individual needs.
By pairing a dedicated team of recruiters and account manger(s)
with you and your facility, you experience a consistent level of
quality and quantity to each and every need that you have. Prior to
submitting a candidate to you for consideration, they are
thoroughly reviewed and discussed by the team of account managers
and recruiters that are assigned to your particular facility. By
reviewing each employees qualities, skills and personalities, we
work to create a tailored match to your facilitys requirements and
specifications. We also realize that each department within a
facility has a personality of its own and that, coupled with the
technical skills of the prospective employee is what makes the
difference between a short term fix and a long term solution to
your staffing needs. At HRC, our strategy in recruiting focuses on
the ability to find quality candidates in the most effective way
possible. We realize different modalities require different methods
of recruitment; however, the basic model of recruiting does not
change. Therefore, we are able to offer a low flat rate without
disturbing the quality of candidate that we provide to the
facility. You will never incur any additional recruiting costs
other than that of the contingent flat fee of $10,000. Healthcare
Recruitment Company Page 6
9. SECTION 3 METHODOLOGY TO PROSPECTIVE CLIENTS
10. Mark Cuban Request For Proposal February 2009 METHODOLOGY
TO PROSPECTIVE CLIENTS Once a need has been identified our
Marketers spend time with your facilities hiring managers to
identify the exact type of individual for your facility. This
includes not only identifying the skills required but also the
personality necessary to fit into your already existing team of
professionals. Our thorough attention to detail is only one of the
reasons that our clients are glad to have us serving them. Our
four-tier approach describes how we have been successful at
recruiting healthcare individuals 97% of the time. Four-Tier
Approach: HRC energetically seeks out and attracts superlative
people and then methodically evaluates them thoroughly for client
suitability. Tier One: Identification, Qualification and Behavioral
Interview Our Sourcing department identifies candidates via several
methods to include: online searches, cold calling into top
competitors, candidate call-ins, referrals, direct mail outs and
multiple internet job postings sites. Once our Sourcing department
has completed the Candidate Behavioral Interview which identifies
personality traits, skill level, money verification, geographic
preference and availability they are handed over to the Recruiters
who are assigned to your specific department or area within the
facility. Tier Two: Skill Assessment and Career Opportunities Our
Recruiters examine the candidates, qualifications in detail, and
review the Behavioral interviews answers and comments. In further
conversations, our recruiters examine work history, interpersonal
skills, career goals, work habits and explain career opportunities.
At this stage references are checked Tier Three: Credentialing and
Background Checks Our Credentialing Department validates all
credentials, licensure verification and certifications along with
expiration dates. Once the official offer is made by the client to
our candidate a criminal background check is run. Our applicants
references are checked and credentials validated prior to
submitting to your positions. Tier Four: Client and Candidate
Personality Profiling Our Marketer reviews all documentation from
steps 1-3 and talks to the candidate about our client, the working
environment, expectations and opportunity. Once approved at this
stage, the candidates professional profile which outlines his or
her educational background, work experience, skill levels and all
licenses and certifications they hold, including expiration dates
is submitted to our client for consideration. Healthcare
Recruitment Company Page 8
11. Mark Cuban Request For Proposal February 2009 METHODOLOGY
TO PROSPECTIVE CLIENTS Attention to detail: HRC utilizes
spreadsheets for applicant and job order tracking, interviews,
offers, salary and start dates. Theses are monitored and updated
daily and weekly to ensure complete coverage and accountability.
Once the interview has taken place and an offer has been made and
accepted our candidate, now your employee if he/she so desires,
works with our housing and relocations specialist who assists them
with referrals for movers, apt/house hunting, pertinent information
for the area, travel coordination, and transition. Healthcare
Recruitment Company Page 9
12. SECTION 4 SUMMARY TO PROSPECTIVE CLIETNS
13. Mark Cuban Request For Proposal February 2009 SUMMARY TO
PROSPECTIVE CLIENTS Healthcare Recruitment Company provides
permanent placement services for all levels of Healthcare
professionals from the CEO, Director and staff level in all areas
of your facility including Nursing, Allied, Design and
Construction, Nutrition and Food Service, IT, Clinical
Applications, and Scientists, just to name a few. Our Staffing
Consultants work one-on-one with our clients to evaluate their
needs and offer the most appropriate solutions. No one will fill
your needs more timely and accurately. Teaming approach: What sets
HRC apart from our competitors is our dedicated approach to each
position. Explained further, Healthcare Recruitment Company uses a
micro to macro approach. We realize that facilities exhaust their
resources in the local market, so we target regionally and move out
nationally. HRC is one of the few organizations that incorporate a
retained search approach at a contingent flat fee. Our methods of
finding the right candidate for the right position consist of using
database advertising on job boards as well as sourcing directly
from a number of lists. The benefits of our years in a retained
environment allow easy market penetration and a time to fill at
less than 30 days. Pricing: In the truest sense of the word
partner, HRC believes that price gouging does not foster a win-win,
long term solution to your facilitys on going staffing needs;
therefore, we offer the best price in the market place. HRC
believes that our unique culture has been and continues to be the
foundation of our growth. This culture can be defined as the
organization of a team of individuals that possess the character,
work ethic, heart and desire to learn and to achieve. HRCs teams
work together toward a common goal: Your total satisfaction.
Healthcare Recruitment Company Page 11
16. Mark Cuban Request For Proposal February 2009 COST
BREAKDOWN Cost Analysis: Healthcare Recruitment Company versus
Competitors Healthcare Competitor Competitor Competitor Competitor
Competitor Recruitment #1 #2 #3 #4 #5 Company Washington, Dallas,
TX Dallas, TX St. Louis, Dallas, TX MO MO Director/ Management
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Radiology Director of $10,000 $20,000 $20,000 $20,000 $20,000
$20,000 Pharmacy Director of $10,000 $20,000 $20,000 $20,000
$20,000 $20,000 Anesthesia Director of $10,000 $20,000 $20,000
$20,000 $20,000 $20,000 Nursing Director of $10,000 $20,000 $20,000
$20,000 $20,000 $20,000 Surgery Director of Human $10,000 $20,000
$20,000 $20,000 $20,000 $20,000 Resources Director of $10,000
$20,000 $20,000 $20,000 $20,000 $20,000 Emergency Department
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Rehabilitation Services Director of $10,000 $20,000 $20,000 $20,000
$20,000 $20,000 Respiratory Therapy Pharmacy Staff Pharmacist
$10,000 $18,000 $18,000 $22,000 $18,000 $23,000 Clinical $10,000
$18,000 $18,000 $22,000 $18,000 $23,000 Pharmacist Pharmacy $10,000
N/A N/A N/A N/A N/A Technician Healthcare Recruitment Company Page
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17. SECTION 6 WHAT WE OFFER OUR EMPLOYEES
18. Mark Cuban Request For Proposal February 2009 WHAT WE OFFER
OUR EMPLOYEES SALARY AND COMMISSION STRUCTURE Recruiter $10,000 x
20% Commission = $2,000 Five placements a month = $10,000 Each
recruiter will start with a base salary of $35,000 annually.
Projected monthly income = $12,692.32 Marketer Commission per
placement filled $600 Average of 12.5 placements per recruiter =
$7,500 Each marketer will start with a base salary of $55,000
annually. Projected monthly income = $12,230.76 Healthcare
Recruitment Company Page 16
19. SECTION 7 PROJECTED OWNER REVENUE
20. Mark Cuban Request For Proposal February 2009 PROJECTED
OWNER REVENUE Month 1: Production Five Recruiters and two marketers
Marketers bring in placements and recruiters fill five placements
each a month This equals 25 placements and $250,000 a month.
Overhead per Month Salaries: Recruiters - $2,692.32 xs 5 =
$13,461.60 Marketers - $4230.76 xs 2 = $8,461.52 Commissions at 5
placements filled each: Recruiters - $2,000 xs 5 placements =
$10,000 xs 5 = $50,000 Marketers - $600 xs 25 placements = $15,000
Total Salaries and commission paid out per month = $86,923.12 Other
overhead: Search Engines (Monster & Career Builder) (Used for
finding candidates, not advertising) $7,000/year each =
$14,000/year = $1,166.67 per month Tracking database (Used to track
production and candidates) $6,000/year = $500 per month Total
overhead per month = $88,589.79 $250,000 minus taxes = $200,000
$200,000 minus monthly overhead = $111,410.21 Revenue Healthcare
Recruitment Company Page 18
21. Mark Cuban Request For Proposal February 2009 PROJECTED
OWNER REVENUE Month 2: Production Add three recruiters = Eight
recruiters and two marketers Marketers bring in placements and
recruiters fill five placements each a month This equals 40
placements and $400,000 a month. Overhead per Month Salaries:
Recruiters - $2,692.32 xs 8 = $21,538.56 Marketers - $4230.76 xs 2
= $8,461.52 Commissions at 5 placements filled each: Recruiters -
$2,000 xs 5 placements = $10,000 xs 8 = $80,000 Marketers - $600 xs
40 placements = $24,000 Total Salaries and commission paid out per
month = $134,000.08 Other overhead: Search Engines (Monster &
Career Builder) (Used for finding candidates, not advertising)
$7,000/year each = $14,000/year = $1,166.67 per month Tracking
database (Used to track production and candidates) $6,000/year =
$500 per month Total overhead per month = $135,666.75 $400,000
minus taxes = $320,000 $320,000 minus monthly overhead =
$184,333.25 Revenue Healthcare Recruitment Company Page 19
22. Mark Cuban Request For Proposal February 2009 PROJECTED
OWNER REVENUE Month 3: Production Add two recruiters = Ten
recruiters and two marketers Marketers bring in placements and
recruiters fill five placements each a month This equals 50
placements and $500,000 a month. Overhead per Month Salaries:
Recruiters - $2,692.32 xs 10 = $26,923.20 Marketers - $4230.76 xs 2
= $8,461.52 Commissions at 5 placements filled each: Recruiters -
$2,000 xs 5 placements = $10,000 xs 10 = $100,000 Marketers - $600
xs 50 placements = $30,000 Total Salaries and commission paid out
per month = $165,384.72 Other overhead: Search Engines (Monster
& Career Builder) (Used for finding candidates, not
advertising) $7,000/year each = $14,000/year = $1,166.67 per month
Tracking database (Used to track production and candidates)
$6,000/year = $500 per month Total overhead per month = $167,051.39
$500,000 minus taxes = $400,000 $400,000 minus monthly overhead =
$232,948.61 Revenue Healthcare Recruitment Company Page 20
