E X E C U T I V E S E A R C H & R E C R U I T M E N T | M & A S E R V I C E S

Our Company

Since its beginning in 1980, Brooke Chase Associates, Inc. has grown into an international retained executive search firm specializing in the identification, evaluation, and placement of qualified industry professionals. Our recruiting techniques are precise and direct. We have one of the most comprehensive databases in the search profession, containing profiles of over 52,000 qualified professionals. Additionally, our strength in research permits us to go beyond our past contacts and target companies to identify potential candidates in any functional discipline.

Manufactur-ing & Oper-ations 20%

General Management 18%

Marketing 10%

Sales 47%

Misc. 5%

FUNCTIONAL SPECIALIZATION

KNOWN BY THE COMPANY WE KEEP

Our business is driven by a single principle:

It is this understanding that has guided us in recruiting top talent for many of the most

successful organizations in industry.

EXECUTIVE SEARCH

Successful companies start with successful people.

• An executive search is a key event in the life of an organization.

• Recruiting, evaluating, and hiring a potential new employee is not only a basic function of management, but in fact may be the most important task management undertakes.

• Hiring the wrong person can be a disaster financially, politically, and strategically.

• The cost of replacing and retraining a top-level executive is estimated at a minimum of 1½ to 2 times the annual salary of the executive.

• A bad hire sets back the organization's forward momentum and sends a negative message to the staff, clients, and competitors.

EXECUTIVE SEARCH

Why is it so hard to find

the right people?

Why is it so hard to find

the right people?

EXECUTIVE SEARCH

The Best Candidates AreThe Best Candidates Are

Currently employed

Content in their current position Appreciated by their employer

Not actively looking to make a change

EXECUTIVE SEARCH

OUR SEARCH PROCESS

OUR SEARCH PROCESS

We meet with our client to determine thefactors that define and drive their business.

Understanding our Client’s NeedUnderstanding our Client’s Need

OUR SEARCH PROCESS

Before we begin the search process all of the following items are submitted to the Client for review and

approval:

1. Corporate Profile2. Position Description3. Target List4. Competency Based Interviewing Form

Defining the CriteriaDefining the Criteria

OUR SEARCH PROCESS

1. Corporate ProfileCompany VolumeProductsNumber of Years in BusinessNumber of EmployeesCompetitorsKey Corporate Attributes

Company Name: XYZ Development Co.

Division of: World Wide Enterprises

Company Volume: $975 Million Volume Increase for last 5 years: 120 %

Number of years in business: 42 Total # of Employees: 9,200

Products/Services: Residential and commercial building

Is there a person you know that you would like us to pursue? Tom Swanson – Vice President of Development Co.

What are 5 companies that you respect and would hire someone from?

Corporate Profile

Defining the CriteriaDefining the Criteria

OUR SEARCH PROCESS

• Duties• Experience• Volume Responsibility• Education Requirements• Travel• Territory

• Channels of Distribution• Accounts• Organizational Chart• Supervises• Growth Opportunity• Compensation Package

2. Position DescriptionPOSITION TITLE: Vice President of Sales

SCOPE OF POSITION:Responsible for the development and execution of sales strategies, plans, and activities designed to meet and exceed the corporate growth, volume and profitability objectives.

ESSENTIAL DUTIES:Develop people and relationships with key accounts; establish solid relationships; develop the selling process. Ensure that the proper sales organizational structure is in place to effectively execute the business plans and attain the stated corporate objectives. Lead the development of strategic sales plans and programs that will exploit synergies to ensure the attainment of the annual sales goals.

Position Description

Defining the CriteriaDefining the Criteria

OUR SEARCH PROCESS

3. Target ListA target list of companies selected that represent a potential source of candidates.

Defining the CriteriaDefining the Criteria

OUR SEARCH PROCESS

4. Competency Based Interviewing FormDevelopment of an attribute based metric that is weighted to quantify the degree of qualification of a potential candidate.

Defining the CriteriaDefining the Criteria

OUR SEARCH PROCESS

Our Research Associates source150 to 200 people

Research & RecruitingResearch & Recruiting

Research & RecruitingResearch & Recruiting

OUR SEARCH PROCESS

A detailed fact based document that is developed during the Brooke Chase Associates, Inc. process from initial telephone screening through the recruiter interview.

Candidate Fact Sheet

OUR SEARCH PROCESS

First Cut:From the 150 to 200 initially sourced, we develop 40 to 50 potential candidates.

Research & RecruitingResearch & Recruiting

OUR SEARCH PROCESS

Second Cut:Utilizing the Candidate Fact Sheet and the Competency Based Interviewing Form, we select the top 10 to 15 most qualified candidates

Research & RecruitingResearch & Recruiting

OUR SEARCH PROCESS

Brooke Chase Associates, Inc.Interviews:Our recruiters then perform the initial round of face-to-face interviews with the most qualified candidates

Research & RecruitingResearch & Recruiting

• Source 150 to 200 individuals• Develop 40 to 50 potential candidates• Interview 10 to 15 most qualified candidates• Refer 3 to 5 candidates for the client to interview

No Shortcuts:

OUR SEARCH PROCESS

Research & RecruitingResearch & Recruiting

OUR SEARCH PROCESS

Doesn’t meet criteria

Not Interested

Potential Candidate

Brooke Chase Interviewed

Brooke Chase Interviewed andreferred to client

5448

24 10 5

Keeping You InformedKeeping You Informed

PSYCHOLOGICAL TESTING

The key to recruiting is to hire those professionals that possess a skill set and demonstrate an ability

to be successful within your organization, but equally important, that fit within your “Corporate

Culture.”

PSYCHOLOGICAL TESTING

Understanding Your Corporate CultureUnderstanding Your Corporate Culture

PSYCHOLOGICAL TESTING

Personality Factors, Mental Alertness & Sales Aptitude Sample Results

FRANK HEDGES RANGE

SOCIAL ORIENTATION

DOMINANT VS SUBMISSIVE 63 29-63 INDEPENDENT VS CONFORMITY 58 26-77

WORK ORIENTATION

AUTONOMOUS VS STRUCTURED ACT 58 33-77 PRESSURE VS RELAXED 43 34-66

INTERNAL FUNCTIONING

DEMONSTRATIVE VS RESERVED 46 27-69 FAST VS SLOW REACTION 33 33-69 HIGH VS LOW IDEATIONAL SPONTANEITY 68 26-75

INTERESTS & SKILLS

HIGH VS LOW SCIENTIFIC&THEORETICAL 51 33-75 HIGH VS LOW ARTISTIC 51 33-65 HIGH VS LOW MECHANICAL 53 40-60

CREATIVE POTENTIAL 56 19-81

MENTAL ALERTNESS 95 LINGUISTIC 97 QUANTITATIVE 75

SALES ATTITUDE 94

Mental AlertnessSample Results

PSYCHOLOGICAL TESTING

PSYCHOLOGICAL TESTING

Sales AptitudeSample Results

PSYCHOLOGICAL TESTING

Scientific and TheoreticalSample Results

PSYCHOLOGICAL TESTING

Creative PotentialSample Results

0 10 20 30 40 50 60 70 80 90 100

CQ Range

Candidate Score

BACKGROUND CHECKS

1. Reference Release Form

2. Background Checks

3. Reference Checks

1. Reference Release Form

2. Background Checks

3. Reference Checks

BACKGROUND CHECKS

Hire for who they are, not what they are!Hire for who they are, not what they are!

To avoid the problems that stem from negligent hiring, retention, and failure to protect the workplace, employers must pursue every advantage afforded to them and screen all applicants with every means available.

• Reference checking• Criminal background checks• Financial• Educational• Department of motor-vehicle driver’s license verification

To avoid the problems that stem from negligent hiring, retention, and failure to protect the workplace, employers must pursue every advantage afforded to them and screen all applicants with every means available.

• Reference checking• Criminal background checks• Financial• Educational• Department of motor-vehicle driver’s license verification

Employer Liability

BACKGROUND CHECKS

George O’ Leary: Hired as the Head Football Coach for the University of Notre Dame. Five days later, resigned because he lied about his education and awards on his resume.

George O’ Leary: Hired as the Head Football Coach for the University of Notre Dame. Five days later, resigned because he lied about his education and awards on his resume.

Who Knew?

Kenneth E. Lonchar: Chief Financial Officer of Veritas Software Corporation for five years. Veritas instituted a program of doing background checks on all employees and discovered he lied about having an MBA causing him to resign.

Sandra Baldwin: President of the US Olympic Committee. Lied about her education on her resume causing her to resign.

James Joseph Minder: Chairman of handgun maker Smith & Wesson Holding Corporation. Resigned after a published report revealed he'd spent as much as 15 years in prison for armed robberies and a bank heist. The reason he failed to disclose his criminal past to Smith & Wesson earlier was because nobody had asked the question.

BACKGROUND CHECKS

Reference Release Form

BACKGROUND CHECKS

Driving, Credit, Education, Criminal

BACKGROUND CHECKS

Reference Checks

BACKGROUND CHECKS

OFFER LETTER NEGOTIATION

Offers are best handled by a third party. Unstated apprehensions, misconceptions and other issues are addressed thoroughly prior to the acceptance of an offer:

• Salary & total compensation requirements• Benefits package• Relocation analysis

OFFER LETTER

Negotiating on Your BehalfNegotiating on Your Behalf

POST PLACEMENT FOLLOW UP

In order to assist with the “on-boarding” process, and to help assure the continued success of the placed candidate, Brooke Chase Associates, Inc. follows up with an interview and report to the client at the:

• 30 day• 3 month• 6 month• 1 year intervals.

FOLLOW-UP

Ongoing CommunicationOngoing Communication

• Those who make it happen• Those who watch it happen• Those who wonder what happened

There are three kinds of companies today:There are three kinds of companies today:

MAKES IT HAPPEN!

Brooke Chase Associates, Inc.Brooke Chase Associates, Inc.

an extraordinary network of candidates, substantial industry knowledge, a rich research database, and strong partnerships built on collaboration and shared values with our clients, many of whom have repeatedly used our services for over 25 years.

NATIONAL ACCOUNT PROGRAM

Our results speak for themselves:Our results speak for themselves:

We have committed ourselves to operate from a position of uncompromising integrity. This means you are going to get straight answers and if we cannot help, we will tell you. It means we will own our problems. If we make a mistake, we own the mistake. If we say it, you can count on it.

This principle guides the conduct of our business and serves as the cornerstone for all our relationships.

Joseph McElmeelChairman & CEO

Our CommitmentOur Commitment