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I I I I I I I I I I I I. I I I I I I I I I . There are three dimensions of the executive recruitment experience that will determine whether you get "adequate" or "exceptional" results. Understanding Roles and Responsibilities The first dimension of experience ensures an understanding of the specific roles and responsibilities of the position that is being filled. There are both formal and Informal structures within every organization, and all too often strong candidates fail as new leaders because, "It wasn't what I expected." SGR addresses this dlmensioo of experience In two ways. First, SGR places heavy emphasis upon knowing and understanding the organization better than they know themselves. Our searches are front-loaded to ensure we devote adequate time to an Intimate understanding of both the formal and Informal structures and expectations of the position to ensure we find the right "fit: ' Second, SGR Is the only major search firm with such depth of e.perlence in actually, managing organizations of Comparable compleXity and size. As a result, we are uniquely capable and prepared to ask the right questions to develop an Intimate understanding of the formal and informal roles and responsibilities of this position. Understanding Organizational Culture and Environment The second dimension of experience ensures an understanding of organizational culture and environment. SGR devotes tremendous energy to understanding your unique culture and environment and goals to ensure a great "fit" from values, philosophy, and management style perspectives. The recruiter must invest the time and energy on the front end to intimately understand the environment, culture, challenges, and opportunIties of the organization. We ensure we have that understanding before We ever place ads or Identify candidates, Successful Candidate Recruitment The first two dimensions of experience are Inwardly focused on the organization and form the foundation for a successful executive search. This third dimension Is focused outside of the organization and Is equally Important, but tends to be the only one of the three dimensions of experience most search firms address. This explains why so many searches yield an Initial list of Impressive candidates but struggle to come to an enthusiastic conclusion. SGR takes pride in not being a mass production search firm like our competitors. By conducting fewer executive searches each year, SGR can deliver a very high quality "match" when a selection Is made. SGR does not believe our role,ls to simply provide the client with a large number of qualified candldates..,you can po that on your own. SGR's role is to find the person who Is the very best possible match for you. This can only be accomplished with SGR's high degree of personal attentron, which is not possible in a high volume, mass production environment. 7 0f' \) ',) . t 1 '-