SE_Weinstein

PROCESS

Our search efforts are divided into eight phases. The entire approach
is predicated on a step-by-step process utilizing the sum total of the
various parts in order to derive the maximum results desired by the
Client. We view every search as unique and tailor our efforts to the
specific needs of our Client Partners.

1. INTRODUCTORY ASSIGNMENT MEETING

We meet with the Client to fully understand their organization, its
position opportunity and the overall “chemistry” required for a
successful candidate to best adapt within their company.

Is the job function compatible with short/long term client goals?

Can this position realistically be filled internally or should an outside
search be conducted?

2. POSITION DESCRIPTION & TARGET LIST

Once a mutual agreement is reached on the requirements of the
position, we interview key internal personnel in order to develop a
detailed position description. "If the position cannot be plainly
described in writing, it usually cannot be performed." After review and
approval by our Client, we then develop a target list of companies
most likely to employ the type of candidates our Client is seeking. In
order to avoid "conflict of interest", this list is also approved by our
Client before proceeding to step #3.

3. RESEARCH AND CANDIDATE IDENTIFICATION

Using the target list and other search materials readily available to us,
the names of possible candidates are then generated by our research
group and the assigned recruiter. Subsequently, initial telephone
contact between S.E. Weinstein Company and the prospective
candidate is made by the recruiter in order to determine qualifications
and level of interest. We then review with our Client this preliminary
information preparatory to scheduling a personal, on site interview
with the candidate.

4. INTERVIEWING AND PRESENTATION

We never present a candidate for consideration unless they have
been personally interviewed by one of our recruiters. This is done
on location and wherever possible, also includes their spouse, if
applicable.

5. INTRODUCTION OF CANDIDATES

Candidate Reports are then submitted to our Client for review. We
arrange and coordinate the interview between the candidate and our
Client.

6. REFERENCE CHECKING

When the finalist candidates are identified and both our Client and
candidates express strong interest in working together, we contact, as
references, individuals who are qualified to comment thoroughly upon
the candidate's leadership abilities, integrity, technical competence,
specific achievements and personal characteristics in order to verify
impressions obtained during the interviewing process.

7. NEGOTIATION OF OFFER AND CLOSING

It is part of our responsibility to help, wherever appropriate, in the final
selection process. From the candidate's and our Client's perspective,
the negotiation of the right terms is a delicate and important phase.
Our involvement can often assist in reaching the optimum result for
both parties.

8. FOLLOW-UP

The successful recruitment of the most relevant candidate marks the
end of the formal assignment. The real conclusion can be seen and
judged, however, only when the new hire is in place to achieve the
objectives of the position. It is our practice to remain in contact with
our Client and the successful candidate before and after employment
commences to provide counsel and guidance in order to assure the
success of the appointment.