Ingenia | Talent Solutions - Intro document - May 2016

A Revised Approach to Search &

SelectionMay, 2016

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www.ingeniatalent.com

At INGENIA | Talent Solutions we have developed a fresh, modern approach to recruiting and selecting middle managers and qualified professionals, embracing the dynamics of today´s work environment; we are helping successful organizations to find and engage the best possible talent to support their growth plans, with the right combination of technology and human touch. We are building a good, meaningful place to work. And we have full support from our experienced partners.

Those are things to be proud of. Sometimes we face some disappointing “It is not the right time” or simply “No, thanks”, based on the fact that “this is not the way the market operates.”. Awful previous experiences when outsourcing search & selection services does not help either. It seems that the worst enemy to gain your trust is our own industry!

We felt the pain when we were hiring managers. We found out that this business is not about brokering people or selling solutions, but delivering insights. We would love to engage organizations like yours that are in a state of flux before you pinpoint a problem, and help you to discover unrecognized needs, offering provocative views to make things better. But first, we need to find the right audience – those skeptic individuals like you, receptive to new ideas, able to mobilize organizations.

Mark Twain

Yes, there is another way

Whenever you find yourself on the side of the majority, it is time to pause and

reflect

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ENGAGEIDENTIFY

We leverage your brand name and

present the employment

opportunity in an attractive way

ASSESS

Candidates have the right to enjoy the

selection ride, with the right blend of

technology & human touch

PRESENT

We provide meaningful,

actionable report, going beyond the

candidate’s resume

We source & select middle managers & qualified professionals

We believe in understanding needs

to attract the right profiles. List with off-the-shelf candidates

is not sufficient.

SOURCING SELECTION

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By Frequenc

y of Hiring

Crisis ManagementReplacing a Team

We help to build and grow your US operations

By Type of PositionUnique / Similar

Diverse

Recurrent

One-offFostering Growth

Opening a New BranchGreenfield operation

Full OutsourcingSearch & Select All

Open Reqs

Business-As-Usual

High attritionOrganic growth

+ Scalability: process & methodology

- Scalability: process & methodology

• To help build healthy, sustainable organizations

• To give “selection” a prominent role to sustain low attrition and high performance

• To help hiring managers not only to trust their guts

• To give maximum leverage to HR & business line managers so that they can invest more time on people´s development, engagement, satisfaction and productivity

OUR PURPOSE

WHERE CAN WE HELP

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1

2 Middle management market is underserved• Not attractive for large search firms• Local search firms may have a lack of sophistication• Internal recruiters not always have the right resources |

incentives • Social Media is here to stay; it is not the Holy Grail, needs to be

managed3

Why nowWe scratch our own itch

If you are solving someone else’s problem, you are constantly stabbing in the dark. By solving our own problem, the light comes on. And eight years of listening to our US clients showed us the way forward

The recruiting industry is undergoing pockets of disruption. And name generation is no longer the solution

Sourcing just isn’t what is used to be. Instant access to large pools of candidates has made proprietary databases much less powerful. Nowadays, generating names is not the main hurdle; it about engagement and getting close to the last mile: selection

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Directors +

Managers & Senior Managers

Specialists, Analysts, Associates, Coordinators

STAFFING

Who backs INGENIA

INDIVIDUAL

CONTRIBUTOR

S

MID MGRS5 – 15 yrs

0 – 4 yrs

• A leading search group with- 25+ years of experience in 8

countries- A successful executive search

practice in the US

Amrop Seeliger & Conde

• A Seeliger & Conde subsidiary- Led by a Managing Partner with

relevant experience in lead mid-management teams

- Formed by an innovative team of consultants to secure top notch execution

INGENIA | Talent Solutions

NOTE: Base salary bands and corporate titles are merely indicative to reflect the separation of

activities between both practices

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EmpathyA genuine understanding of your company and specific needs helps us to become a new channel for promoting your brand and attract qualified candidates

SelectionAs passive candidate recruiting grows, we go beyond name generation with a robust candidate selection process. Quality is most valuable hiring metric. Value added is now closer to the last mile

TechnologyRecruiting for the modern world demands the right combination of technology and human touch. The modern world goes beyond cool technology

GlocalWe operate under the attractiveness of an entrepreneurship and innovative mindset while benefiting from having Seeliger & Conde, a leading global firm, as partners and investorsDelivery

A commitment to excellence in delivery, to create a long lasting relationship. We strive to accomplish high quality of hire, low time-to-fill and high hiring manager satisfaction

Flexible feesWe always proposed compelling, transparent financial arrangements to secure high delivery and a high ROI.

What makes us different

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RETAINED ≈ Executive

• Organizations• Ad hoc• By search firm• Only to one client• Consultative• Quality• Full cycle – Sourcing & Selection• Minimal, after selection• Apply• 1/3 of total comp• Upon milestones

People ask… “Are you retained or contingency”?

CONTINGENCY ≈ Middle Mgmt, Staffing

• Job seekers• Database• By client• Multiple opportunities• Transactional• Speed• Resume submission• Substantial• Non applicable• 25% of base salary• Upon placement

RepresentSourcingAssessmentCandidate exposureCollaborationKey success factorKey tasks# candidates sentOff limitsFeesInvoicing

The Executive Search consultative mindset should not be exclusive of C-Suite level positions. We captured the best of both worlds: high degree of collaboration at the fee level of contingency agencies with customized structures.

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PASSIVE CANDIDATES

TOP

GOOD

BOTTOM

• Not looking for a job• Don’t have updated public profiles / resumes • Will react to

- A big house name / big $- A superior recruitment processes

Sourcing – understanding who and how

• Not actively looking, but will likely listen. They know well the job market

• Public profiles & resumes updated• Will react to…

- Tangible incentives: Promotion / Higher compensation / Benefits

- Intangible incentives: Nice house name, compelling (growth) story, more adequate environment / culture, leadership• Not looking – “it is cold out there”

• “Paycheck” employees• Looking, but struggling to find an attractive place

ACTIVE CANDIDATES • Applicants – don’t discard them!!!

• Not looking – they already quitted

15%

60%

25%

Key traitsPerformanceInitial interest

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Results [Past]

Competencies

[Present]

Culture

Potential [Future]

ExperiencePast PerformanceEducation

Selection – seeking for professional & cultural fit

AbilitiesKnowledge Skills

Behavioral Preferences

MotivationSeeking & Embracing Change

Learning & ImprovingCollaboration with Others

Understanding great performance and who

achieves it

How people go about achieving required outcomes

Capacity to apply knowledge and skills in performing standards

Capacity to successfully adapt to changing environments & solve problems that today don’t even

exist

ValuesBeliefs

Congruence between the norms and values of organizations and those of

the candidate

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Selection – Instincts keep us from being great at hiring

Curricular AnalysisPhone Screen

Curricular AnalysisPhone ScreenCognitive tests1

Brainteasers, case interviewsPhone Screen2

Job knowledge testsWork SamplesPsychometric assessmentsStructured interviews3

Structured Interviews3

Structured Interviews3

Psychometric assessmentsStructured Interviews3

Psychometric assessmentsSurveys

Curricular AnalysisReferencesPast

ExperiencePast

Performance

Education

Abilities

KnowledgeSkills

Behavioral pref.

Motivation

Present

Related TraitsFuture

Values & Beliefs

HOW TO MEASURE FIT RELEVANCE COST / TIME

Prof

essio

nal F

it Cu

ltura

l Fit

Perfo

rman

cePo

tent

ial

NOTES: In a selection process, requiring baseline experience & education are relevant for multiple reasons (including entry barriers). Might be proxys, but not good performance predictors

1 For verbal, numerical, logical, special abilities 2 For general cognitive abilities3 A combination of situational & behavioral questions. Digital format, as an initial way to screen candidates; face-to-face, to deep dive

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Selection – Our tools to combine science & art

Digital On Demand Structured InterviewsDigital format – recorded

anytime, anywhere

Full flexibility to design questionnaires: behavioral / situational, work samples… Brings excellent candidate experience

Behavioral Preferences &

Cognitive Assessments Adaptive online test,

designed for digital channelsSignificantly shorter completion times

Attractive interface / modern look & feel

Customizable to role requirements

Adaptable to own competency framework

Expands candidate reach to multiple geographies

Reduces interview time & costs

Screening Calls

Personalized calls / inMails / emails – no blast messagesMaking the candidate to feel genuinely selected

Aimed to engage candidates in the opportunityResume check; mobility; compensation; motivation for a change, process expectations

Curricular Analysis

We look for minimum requirements as per Blueprint - experience, education, claimed skills and knowledge

Are we in search of a purple squirrel? We calibrate with the hiring manager before we screen

We look beyond keywords. For applicants, we look for genuine interest and proof of minimum due diligence

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CURRICULAR

ANALYSIS

SCREENING CALL

BEHAVIORAL

ANALYSIS

DIGITAL INTERVIE

W

WRAP UP CALL

Selecting the right candidates is instrumental in INGENIA´s value proposition. We strongly believe candidates have the right to enjoy the assessment and selection ride, which also generates goodwill for our clients, regardless the outcome

of the process for the candidate.

Selection – 5 steps for a great candidate experience

BLUEPRINT

CHECK POINT

CANDIDATE REPORT

OUR DELIVERABLES

SEARCH BLUEPRINT

CHECK POINT

CANDIDATE REPORT

Includes all relevant aspects of the job-to-be-done and guides the execution (1) project timeline with milestones and deliverables, (2) candidate profile & responsibilities; (3) proposed incentives; (4) sourcing & selection tactics

WHAT WHEN HOW

Before approaching pre-selected candidates, we validate our initial findings of the sourcing process and adjust accordingly

Executive reports that summarize our assessment of the candidate, including professional and cultural fit. (see p. xx) Links to digital interview and traditional resumes are provided

T+2

T+7

T+28

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We should partner, even before you pinpoint a problem

EmpathyWe see the World through your lens

We provide a great candidate experienceCandidates enjoy the ride, generating goodwill for you

Track RecordWe have an extensive track record in the US

DeliveryWe are obsessed with providing a high quality services and a prompt delivery of our promises

We help building your brand as an employer of choiceOur processes and tools reinforce your brand message, building a modern, cutting-edge image of your organization1

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Why you should consider INGENIA

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Paco holds a Master in Business Administration from MIT, with focus on Innovation, Leadership and Global Strategy. A dual US / Spanish citizen, Paco is a passionate marathon runner, His goal is to help organizations to become healthier and long term profitable, while improving employees´ lives and engagement – he sees recruiting and selecting the right talent as the first step to secure mutual satisfaction in today´s complex work world

Iraide has accumulated 12+ years of experience in the Talent Management arena in the US. She has worked with HR to implement talent management and succession planning and consulted at management and executive levels in leadership development, team building, competency assessments, and organizational development. Iraide holds a Bachelor’s degree in Advertising and Public Relations from Universidad del País Vasco (Spain)

After graduating from Columbia University with a Master’s Degree in Organizational Psychology, Lauren spent the past 13 years recruiting in a variety of industries including health care and travel & hospitality. Prior to joining INGENIA, Lauren was managing the Corporate Talent Acquisition function at Royal Caribbean Cruises Ltd. where she had a team of 5 professionals focused on establishing and maintaining relationships with internal and external clients

Paco RoblesManaging Partner / Co-founder

Iraide Limia Senior Consultant

Lauren FurmanskiSenior Consultant

Meet Your Team

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Contact us

[email protected]

We are always open

Address:One International Pl., Suite 1400Boston, MA 02110

BostonT - (617) 990 7539

MiamiT - (917) 328 1030

HoustonT - (281) 701 1563

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Ingenia | Talent Solutions - Intro document - May 2016