Bannerot Partners

Executive Search Dallas | Singapore

Bannerot

Partners

Corporate Overview

• Global reach: offices in Dallas and Singapore

• Executive search firm serving:

– Private equity investors

– Opportunity funds

– Public and private corporations

– Worldwide professional services firms

• Expertise acquired and honed while working with premiere, multi-line executive search firms: Heidrick & Struggles, Russell Reynolds and Korn/Ferry

• Infrastructure and resources that replicate “Big 4” search firms

• Richly resourced yet cost-effective platform

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Dallas

Singapore

Bannerot

Partners

Our Clients


Bannerot

Partners

Mission Statement

• Ensure that clients’ interests take priority; Bannerot is successful only if its clients are successful

• Surpass clients’ expectations through quality, accuracy, urgency, and objectivity

• Effectively deliver executive search consulting services as a collaborative partnership with clients

• Demonstrate integrity in every action and interaction, and operate according to the highest ethical standards set by executive search industry


Bannerot

Partners

Larry Mendez Managing Partner

• Search professional since 1995; founder of Bannerot Partners

• Global executive search firm experience: Heidrick & Struggles and Korn/Ferry International

• CEO and executive-level searches in finance, legal, marketing, technology, operations, human resources, development, and design & construction

• Start-ups to large private and public companies in North America, Europe, and Asia/Pacific

• Clients in consumer services, hospitality and related real-estate development such as Accor, Rosewood Hotels & Resorts, Pillar Hotels & Resorts, Goldman Sachs, Lone Star Funds (Lodgian), CSM Corporation, Noble Investment, Omni Hotels and Resorts, Cerberus Capital Mgmt/Blackacre Capital, and OTO Development.

• Twelve years financial leadership with Fortune 200 holding companies

• BBA in Marketing and a BS in Radio-TV-Film from the University of Texas; MBA in International Management; Certified Public Accountant


Bannerot

Partners

Representative Searches


Bannerot

Partners

Search Methodology

Each search: unique, non-linear, rigorous, disciplined, and proven

Factors affecting timeline estimates: agreement on appropriate search strategy; client reputation in market; and recognizing and reacting to market factors, including trends in compensation packages and general economic conditions; assume 90-day process


Bannerot

Partners

Case Studies

Case Study 1: President, Real Estate Developer, Hotel Owner/Operator

• Human capital issue: Independent owner/operator President resigns after 5 months on the job. Serious

leadership vacuum exists, operational and strategic direction for the company remains poorly defined.

• Business situation: The 25-year old company had grown into one of the most financially sound

independent owner/operators in the industry. Driven by financial and operational performance metrics,

the company’s portfolio of select service and extended stay properties was delivering good returns but

included assets in outlying geographies and aging brands. A long-term President of the company had

departed one year earlier. The company recruited a new President without external assistance, hiring a

recently retired senior executive from a significantly larger company. After 5 months, the new President

declined relocation to company HQ and tendered his resignation.

• Solution: Defined search strategy to include senior operations executives with deep knowledge of the

select service business. This person would need experience in both small/entrepreneurial settings and

large/sophisticated operating environments. P&L and corporate function leadership was critical. Contacted

eventual successful candidate within 10 days of the start of the search, offer accepted 4 months later.


Bannerot

Partners

Case Studies

Case Study 2: Top Hotel Brand Chief Marketing Officer

• Human capital issue: Chief Marketing Officer of a Global Economy Hotel Owner/Franchiser retires, seeks

successor with new vision to grow brand

• Business situation: Client, a leading $1B brand in U.S. economy-lodging sector, sought successor to

retiring CMO. Client had engaged a leading global, multi-line executive search firm, but after 45 days, firm

had produced no candidates and told client it needed 6 weeks more before presenting candidates. Client

terminated search and engaged Bannerot Partners to quickly find an executive to work with international

leadership, bring a fresh look to branding initiatives of an American icon, and position brand for new

market growth. Although client requested CPG experience (in addition to hotel industry experience),

client’s needs could be best met by someone with consumer services branding experience.

• Solution: Search strategy focused on competing hotel brands and travel/leisure and consumer services

sectors. Initial focus was on brands with at least $500 million in revenue. Identified heads of similar

economy and limited service hotel brands and sourcing through other leisure and consumer services

companies. Client requested “best three candidates.” Had six candidates; introduced three. Client declared

a “tie” between two. More interviews, then an assessment by an industrial psychologist, and client

selected successful candidate.


Bannerot

Partners

Case Studies

Case Study 3: Global Ultra-Luxury Hotel and Resort Mgmt. Company

• Human capital issue: Senior architecture and design exec resigning to pursue development opportunity

• Business situation: Prestigious management company in ultra-luxury sector needed design and

construction exec, a “keeper of the standards” for this 6-star client. (New CEO was reshaping and

rebranding portfolio.) Design and construction exec helped enforce the ultra-luxury brand standard in

existing portfolio and for new projects. Person must be persuasive with owners, conveying need to invest

in architecture and design capital to reinforce brand. Client believed “the industry recycles mediocre

talent” tasking Bannerot to look past traditional targets while recruiting for this role.

• Solution: Global search because only a few persons worldwide had both the technical experience and

category knowledge. Bannerot defined two search strategies to include limited peer group (seven

competitors) and architecture and design firms that served the ultra-luxury sector. Introduced three highly

qualified candidates in 60 days. Successful candidate was a highly regarded partner and practice leader

from a top architecture and design firm. His work for client was widely recognized in industry publications

and he was a frequent conference speaker around the world.


Bannerot

Partners

The Search Process

Accept search assignment only if confident success will result

Gather input and obtain input of clients, who are key members of the search team and who are critical to shared success

Introduce three to five exceptionally qualified, highly interested, and reasonably affordable candidates

Pursue objectivity in preparing assessment of each candidate's “fit”

Recommend weekly, scheduled updates with the hiring authority so that transparency consistently prevails

Modify search update process to meet each client’s preferences

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Bannerot

Partners

Search Completion

FACT:Regardless of the search firm size, only 1-2 people accomplish the client’s search. A large firm touts significant infrastructure and internal resources that can be applied to search execution. Large firms are collections of individual contributors; however, only 1-2 people allocate time and energy to a search.

FICTION:Only a large firm with significant resources can reach the right candidates. Bannerot has access to all external databases, association membership lists, directories and public news sources that global search firms rely on for their internal databases.

The larger the firm and greater degree of specialization in a specific function or industry, the higher likelihood that the client’s candidate pool is restricted by contractual off-limits restrictions and similar searches being conducted on behalf of client’s competitors.


Bannerot

Partners

Search Completion

FACT:Compensation programs that large firms tout require search teams to execute 10-15 searches simultaneously so as to reach annual billing targets, limiting their focus on a particular client’s search.

Bannerot deliberately restricts number of searches conducted at any given time to ensure quality standards are maintained throughout search.

FICTION:A contingent recruiter does the same work as a retained search consultant and there’s no financial risk.

Contingent recruiting and retained executive search are mutually exclusive business models. To compare them to retail, they are as Wal-Mart and Neiman Marcus, respectively. A contingent recruiter shops a “most place-able candidate” to many hiring authorities to maximize the likelihood of sale; this is effective for “commodity” skill set hires, generally below $100k. A retained executive search consultant “partners” with the client to seek out the most qualified, affordable, and interested person for the role, which is necessary for leadership roles exceeding $150k.


Bannerot

Partners

References

“Larry has provided first-class service to our company on many occasions. His deep knowledge of the market and key individuals, his understanding of our culture and our company projects means he's provided excellent candidates and has helped us recruit top performers at senior levels of our organization.

I highly recommend Larry's services.”

Olivier Poirot, Chief Executive Officer, Accor North America

“Larry Mendez and I have worked on several employment searches through the years, including my current one. I've always found him to be the consummate professional. He works very hard to understand the client's need and has an expansive network which allows him to execute against the strategy. I found Larry to be extremely responsive; taking calls at odd hours and promptly returning messages and emails. Larry is ethical beyond reproach and understands how to gently nudge the process forward and across the finish line. I would readily recommend him for future recruiting assignments.

Bill Upshaw, President of Lodging and Residential at CSM

“I enjoyed working with Larry and would like to do so again. His search was thorough and he had good insights.”

Dana Ciraldo, Chief Executive Officer, Lodgian


Bannerot

Partners

Next Steps

North America Offices

Mr. Larry Mendez, Managing Partner

The Urban Towers

222 West Las Colinas Blvd.

Suite 1650

Irving, Texas 75039

(469) 556-6495 (Mobile)

(972) 401-4170 (Office)


Asia/Pacific Offices

Ms. Beatrice Chow-Yeoh

Prudential Tower, Level 26

30 Cecil Street, Prudential Tower

Singapore 049712

65-97980323 (Mobile)

Bannerot Partners LLC

bannerotpartners.com

http://bannerotpartners.com/

http://bannerotpartners.com/

Bannerot Partners

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