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work and the long-term nature of our relationships. For example, when we conducted the Amarillo City Manager search, the local newspaper editorialized that our search process had "approached perfection" and praised the elected officials for conducting such a rigorous process. In well over a decade of conducting executive searches, we have only one single city manager placement who dId not work out. In addition, most of our placements are stili in the same position many years later due to the extensive work we do ensuring that the placement is an excellent match from the outset. Our client list can be found behind TAB.S In the Appendices section of this document. Practicing the Golden Rule As a result of our years of experience In local government, SGR understands what you are experiencing, how as executive search consultants we can make your life easler, and what will frustrate you. In short, SGR believes in the Golden Rule as a matter of philosophy, but SGR is able to practice the Golden Rule as a matter of experience. Cost For a variety of reasons that are detailed In this proposal, SGR will provide the most cost- effective executive search for your city. Some firms low ball their price, and make up for it by redUcing the amount of time they commit, or charging extra for additional time required. SGR give you a fixed price and then Is with you until the end regardless of how many hours are required. Five Way Guarantee SGR provides the strongest guarantee in the industry. I} Our price is our p~ice. You will never be charged an additional professional fee because we need to come to another meeting or spend extra time. 2) You always have 24/7 cell and home contact access to both the recruiter and the company CEO. 3) If you do not find the right candidate, We will start the process over from scratch at no additional cost to you. 4) If we place a candidate who stays less than two years, we will conduct the search again at no cost. And 5) If we place a candidate with you, we will not solicIt them for another Job for at least five years. ", i it .::. ,i ~Il ,i 1-: j "~" '" '". '.:! I- . !" . I t il.''-- ,I;,. . The great misunderstanding about executive recruitment is that it is about finding a pool of qualified candidates. As a result, search firms brag about the large number of qualified candIdates they find. The truth Is that findIng qualified candidates is not Very difficult, and quite honestly, should not occupy the bulk of a recruiter's time. The real work of executive recruitment should be In determining which individuals out of a large pool of easlly-Identifled, qualified candidates are actually an excellent match for the culture, philosophy, leadership environment, challenges, and opportunities that are unique to . your city. Even within the same organization, leadership needs differ depending upon the community life cycle stage. 6 ~') I n V If,)