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FPC is an executive search firm that can help companies fill open positions, upgrade talent, and maintain a full bench of qualified professionals. They offer a streamlined recruiting strategy to attract and retain talented professionals while decreasing costs. FPC has 50 years of experience in executive search with over 70 offices, 200 recruiters, and the ability to recruit within numerous industries. Jeff Herzog is an experienced recruiter who specializes in finance and accounting placements in the pharmaceutical, biotech, and medical device industries.

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FPC presents
Why Talent 360? Fill open positions Upgrade talent Maintain a full bench of qualified professionals
Why Talent 360? We can also help: Create a streamlined and efficient strategy to attract and retain unique, talented professionals Decrease the number of vendors Reduce costs Establish a successful, replicate-able process Build a consistent, effective recruitment brand
Why FPC? Experience 50 years of executive search Proven process Nationwide coverage Over 70 offices and 200 recruiters Specialization Extensive reach within numerous industries and disciplines Specialized consultants
Why Jeff Herzog? Jeff Herzog President , FPC of New York City Experience 13 years in Recruitment & Human Capital services Specialization Finance and Accounting in Pharmaceutical, Biotech & Medical Device Proven Success Recent pharma/biotech/med device placements: Group Treasurer Senior Consolidations Accountant Global Director, Accounting & Consolidations Corporate Controller Senior Manager, Financial Controls & Policies Senior Internal Auditor
F oundation P erformance C ommitment
Foundation Sourcing Profile Developing the Ideal Candidate Portrait (ICP) Job Requirements (See job order card on next slide) Position Forecast where the position will go in 3,6,12 months and beyond Salary assessment and benchmarking Which companies to recruit from Leverage FPC network and resources to develop a comprehensive sourcing plan ICP
Ideal Candidate Portrait (ICP) Form
Foundation Sourcing Strategy Combination of traditional & proprietary active recruitment methods Leverage power of the FPC network of 70 offices & 150+ recruiters Tap into exclusive relationships built over many years to access currently employed, passive job seekers who are motivated for the right opportunity The internet represents only one of many tools used in the FPC Sourcing Strategy Nationwide network allows us assist our clients to expand their Diversity Recruitment needs
Foundation Screening Process Significant focus on educating our recruiters and requiring them to specialize in an industry and discipline Superior understanding of our clients needs allows us to focus on the top talent based on experience, motivation and commitment Each candidate is required to fill out an in-depth Candidate Profile form which gives much greater insight into soft traits Proprietary interview techniques which enable us to only recommend the most qualified professionals for each position
Performance Candidate Presentation Top 2-3 candidates for each position are presented Candidates are prescreened, phone or face to face interviewed & pre-closed for commitment Candidate Summary Reports (CSR) Interview Coordination Schedule confirmation Travel arrangements booked (if needed) Co-branded, electronic interview package delivered to candidate including
Performance Sample Candidate Email
Performance - Sample Interview Agenda
Commitment Selection & Hiring Candidate Selection Full reference report at clients request Offer Generation and Presentation Strategy Background Check education, criminal, credit Ensure acceptance On-Boarding and Post-Start Follow Up Manage Candidate Resignation Process Co-branded Welcome Package Follow Up Progress Reports
Commitment Candidate Care Treat each individual with same level of respect and integrity that we do our clients We understand that unique, qualified professionals are the foundation of our success Honest dialogue with candidates we are unable to assist Belief that we have a responsibility to the job seeker marketplace Stringent applicant tracking policies and procedures to ensure adherence to regulations
Contact: Jeff Herzog President FPC of New York City 212-302-1141 [email_address] www.fpcnyc.com

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Generic360 Template

  • 2. Why Talent 360? Fill open positions Upgrade talent Maintain a full bench of qualified professionals
  • 3. Why Talent 360? We can also help: Create a streamlined and efficient strategy to attract and retain unique, talented professionals Decrease the number of vendors Reduce costs Establish a successful, replicate-able process Build a consistent, effective recruitment brand
  • 4. Why FPC? Experience 50 years of executive search Proven process Nationwide coverage Over 70 offices and 200 recruiters Specialization Extensive reach within numerous industries and disciplines Specialized consultants
  • 5. Why Jeff Herzog? Jeff Herzog President , FPC of New York City Experience 13 years in Recruitment & Human Capital services Specialization Finance and Accounting in Pharmaceutical, Biotech & Medical Device Proven Success Recent pharma/biotech/med device placements: Group Treasurer Senior Consolidations Accountant Global Director, Accounting & Consolidations Corporate Controller Senior Manager, Financial Controls & Policies Senior Internal Auditor
  • 6. F oundation P erformance C ommitment
  • 7. Foundation Sourcing Profile Developing the Ideal Candidate Portrait (ICP) Job Requirements (See job order card on next slide) Position Forecast where the position will go in 3,6,12 months and beyond Salary assessment and benchmarking Which companies to recruit from Leverage FPC network and resources to develop a comprehensive sourcing plan ICP
  • 9. Foundation Sourcing Strategy Combination of traditional & proprietary active recruitment methods Leverage power of the FPC network of 70 offices & 150+ recruiters Tap into exclusive relationships built over many years to access currently employed, passive job seekers who are motivated for the right opportunity The internet represents only one of many tools used in the FPC Sourcing Strategy Nationwide network allows us assist our clients to expand their Diversity Recruitment needs
  • 10. Foundation Screening Process Significant focus on educating our recruiters and requiring them to specialize in an industry and discipline Superior understanding of our clients needs allows us to focus on the top talent based on experience, motivation and commitment Each candidate is required to fill out an in-depth Candidate Profile form which gives much greater insight into soft traits Proprietary interview techniques which enable us to only recommend the most qualified professionals for each position
  • 11. Performance Candidate Presentation Top 2-3 candidates for each position are presented Candidates are prescreened, phone or face to face interviewed & pre-closed for commitment Candidate Summary Reports (CSR) Interview Coordination Schedule confirmation Travel arrangements booked (if needed) Co-branded, electronic interview package delivered to candidate including
  • 12. Performance Sample Candidate Email
  • 13. Performance - Sample Interview Agenda
  • 14. Commitment Selection & Hiring Candidate Selection Full reference report at clients request Offer Generation and Presentation Strategy Background Check education, criminal, credit Ensure acceptance On-Boarding and Post-Start Follow Up Manage Candidate Resignation Process Co-branded Welcome Package Follow Up Progress Reports
  • 15. Commitment Candidate Care Treat each individual with same level of respect and integrity that we do our clients We understand that unique, qualified professionals are the foundation of our success Honest dialogue with candidates we are unable to assist Belief that we have a responsibility to the job seeker marketplace Stringent applicant tracking policies and procedures to ensure adherence to regulations
  • 16. Contact: Jeff Herzog President FPC of New York City 212-302-1141 [email_address] www.fpcnyc.com