Process Management
Resume:
Michael Walling
****-****: Independent Search Consultant (Dix Hills, NY)
****-****: Executive Systems, (New York, NY)
Overview:
Within my specialties within the high technology arena, I have provided
superior service to primarily mid to large size clients throughout the New
York, New Jersey, Connecticut, and Pennsylvania regions for well over a
decade. For select clients, I have successfully placed candidates both
nationally & internationally. Throughout my career I have averaged two to
four permanent placements on a monthly basis. In 1995, to complement this
service and leverage my existing client contacts, I began providing IT
consulting services. Throughout this time, I have placed & managed anywhere
from 1-8 consultants
for periods ranging from 3 months to 2 years and beyond.
My mission is to provide my clients and candidates with superior service
and support throughout the recruiting/placement process; from the "source"
research phase of the cycle, through the scheduling and interview process,
salary negotiations, to the eventual close, as well as any post-placement
management in the case of consultants or right-to-hire situations.
Using an array of techniques (research, sourcing, search, networking, etc.)
both conventional and unconventional, allowed me to be a primary
contributor to a vast database of more than 120,000 candidates and 26,000
client companies. This database, which is one of the largest in the region,
allowed me to produce qualified candidates to my clients virtually within
in minutes. By identifying new positions and candidates in a particular
market on a daily basis, at any given time I will have positions and
candidates for that market. Instead of waiting for responses to
advertisements, I actively identify candidates by research and direct
solicitation. I have success in covering a specific market area instead of
attempting to cover most markets. This concentrated approach had proven to
be entirely more precise, efficient, and productive.
Clients:
My client roster covers several industries, including but not limited to
Banking, Brokerage, Retail, Insurance, Pharmaceutical, Media,
Communications, Manufacturing, Management Consulting, Accounting,
Publishing, Advertising, Legal, Technology, etc.
I begin with research, developing firsthand knowledge of the client
organization to truly understand the company and culture. Gathering
information through various and extensive sourcing methods, a truly
accurate portfolio is made allowing me to then have an extremely focused
approach in locating the nearly exact individuals for the client company.
Using a proactive process, I then produce candidates who are that
industry's highest performers and top talent who are not necessarily
looking to be found. I then reverse this process, to match these candidates
to their ideal positions, providing full guidance and market exposure to
ensure an appropriate choice can be made.
In addition, I have made it my forte to recruit upper-level hiring
executive candidates, from CIO's to President's and V.P.'s. This usually
affords me not only an above average fee upon placement, but the inside
track to multiple future placements with that hiring level executive that
has just been placed.
Client Roster:
PriceWaterhouseCoopers, Ernst & Young, KPMG, Deloitte, Grant Thornton,
Chase, Merrill Lynch, Cantor Fitzgerald, NYSE, CIC Bank, Banco Santander,
Royal Bank of Canada, Swiss Bank, Royal Bank of Switzerland, Dun &
Bradstreet, ITT Hartford, JJ Kenney, FGIC, Hearst Publications, CMP
Publications, NPD Group, K-III Publishing/Daily Racing Form, Publishers
Clearing House, Gruner & Jahr/Bertelsmann, ESPN, A&E Network, USA Network,
Cablevision, General Vision Services, Cendant, National Medical Health
Card, Arrow Electronics, Seagrams, Standard Microsystems, Grumman, US WEB,
Thompson Minwax, Comverse Technologies, Systemax, Nature's Bounty,
Pershing, Zim Lines, Canon, BASF, Intercontinental Hotels, Nationwide
Cellular, LCS Industries, BBDO, Entenmanns, Skadden Arps, Kenyon & Kenyon,
Paul Hastings, etc.
Candidates:
Specifications are drawn within the parameters originally drawn up by the
client, as well as certain human qualities and intangibles as seen by me.
Both overt & covert methods are used in locating these candidates, if in
fact they are not already available in my database. Such qualities are
factored into the recruiting equation with the foresight of the seen &
unseen in the placement process, particularly the "close." As it is not
necessarily only finding the "qualified " candidates, but finding the
qualified candidates who's personalities & life situations make them more
apt to be closed on accepting a specific position. Securing intimate
personal knowledge of each potential placement's background and history has
been a mandatory phase in my process, and has routinely allowed me to pre-
close candidates well before any actual offers have been made.
Once contact has been made to these targeted individuals, information
exchanged & job specifications laid out, ideal candidates are then
recommended for interviews. Those chosen candidates are then guided through
the interview process, given full preparation on everything from the
potential interviewer(s) and their background, to the structure, history,
and current status of the client company. All the while keeping the pulse
of the candidate(s), subtly keeping them geared to accepting the position
throughout the process. My preference has been to have a minimum of two
closeable, qualified candidates vying for the potential offer, with salary
and other conditions of the possible offer already having been deemed
acceptable, while always negotiating to achieve the highest offer without
jeopardizing the client process. Upon receiving an offer, my preference has
always been to have the candidates pre-closed. The candidates are walked
through all scenarios, with each path always leading back to the candidate
making the decision of acceptance.
Counter-offers are covered prior to acceptance, assuring that any counter-
offer is negated prior to it even being extended. Start dates & other
details are already agreed upon prior to acceptance of any offer.
In the case of consultants or right-to-hires, additional post-placement
management is always the norm, keeping the pulse of the consultant as well
as the client throughout the duration of the particular project. This is
done to secure the performance of the consultant(s), managing his workload
and billing rates, as well as ensuring the long-term happiness of the
client & consultant(s).
Education:
State University of New York at Stony Brook
1993- BS Psychology
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