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“Our
goal is to help your organization achieve its full potential by finding the
right person for the job. And our experience and specialization give us the
edge over generalists or those who merely dabble in our industry.”
Professional
Profiles
WILLIAM G. RADIN began
his executive search career after receiving his masters degree from the
University of Southern California in 1985 and held the position of Manager
of Sensor Technologies at Search West in Los Angeles prior to founding Radin
Associates in 1989. A member of the Instrument Society of America and the
International Society of Weighing and Measurement, his guest columns have
appeared in SENSORS, InTech and Weighing & Measurement magazines.
WILLIAM H. MOSS
has served as Technical Advisor to Radin Associates since 1994. He is the past Executive Director of Open DeviceNet Vendors Association (ODVA)
and was VP of Marketing for Computer Products, Inc. Formerly
with Hudson Products and Bailey Controls, Mr. Moss is a registered
professional engineer and holds an MBA and an MS in Chemical Engineering
from Case Western Reserve University.
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Blueprint for a Successful
Search
As
specialists serving a niche-market of clients and technologies, we
know how to find high-achieving individuals and attract them to your
company. Here’s
a summary of how we work:
Step 1
Research and Recruiting
Before the search begins, we’ll arrange a meeting to discuss your
specific needs and to draw up a profile of
the person you wish to hire. To sharpen our understanding
of the position, we’ll ask you to fill out a brief questionnaire—we call it a
search
navigator—designed to prioritize candidate
characteristics and identify companies, industries or
markets from which a person with exceptional talent might
be found.
During the recruiting process, we’ll
make progress reports and background presentations when
qualified candidates surface. We’ll facilitate
interviewing, check references when appropriate, give our
input in terms of candidate interest level and
suitability, and make recommendations with respect to
compensation and relocation issues. In most cases, the first round of referrals and
interviews will take approximately three to six weeks.
Step 2
Generating an Acceptable Offer
Once mutual
interest has been established, our capture strategy goes into effect.
What are the candidate’s needs, in terms of compensation, perks
and relocation assistance? Are there any loose ends that must be
addressed? And is the candidate serious about joining your team, or is
he juggling a variety of offers—or overtures to stay with the
current employer?
As difficult as it is to find the right person, your efforts are
wasted if the candidate turns you down or takes another offer. And it’s
our job to help broker the deal, to ensure that who you want is who
you get.
Step 3
Ensuring a Smooth
Transition
Now that your employment offer has been accepted,
we’ll do whatever is necessary to help the candidate
resign from his or her old position, decline a
counteroffer attempt, and assist in any way
that might be beneficial during the transition to the new
position.
[Terms
and Conditions]
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