milewalk Company Overview 2015

unique insights in executive recruiting | | milewalk1

911 busse highway, ste 201park ridge, illinois 60068847 685 2040 [email protected] www.milewalk.com

Company Overview and Methodology

unique insights in executive recruitingunique insights in executive recruiting


Our Company. milewalk is an executive

search and human capital consulting

organization that specializes in matching

top quality information technology and

strategic professionals with high-caliber

companies.

Our team is comprised of former

information technology and strategic

consulting professionals who held

positions similar to those our clients and

candidates seek to fill.

This industry-specific knowledge helps us

recognize those resources that become

most valuable to organizations. Our

vantage point coupled with a far-reaching

network of candidates enables us to

quickly match the right people to the right

opportunities.

We emphasize our unique perspective in

our name � � we have walked in milewalk

your shoes before. This distinct point of

view helps us more effectively navigate our

clients and candidates through the search

process to ensure everyone succeeds.

Even more than our experience, our

dedication and commitment to our clients

and candidates set us apart. Our high

quality, timely results help us build long-

term relationships that benefit all of us.

Who We Are

Our History & Philosophy. In 2004, milewalk was created as an executive search and consulting organization to help rapidly growing information technology & management consulting organizations and software companies find key managerial and executive-level resources.

To date, milewalk has supported over 110

companies with successful results shown

through the value our candidates have

brought to these organizations and the

improvements our clients have made to

their recruiting processes. Our clients

have spoken with repeat business.

We operate with our clients� best interests

as our guide and work with them to ensure

we both understand who we seek before

we begin a search. These critical upfront

steps help ensure they benefit from

reduced time to fulfill their needs.

You are welcome to inquire about our

search evaluation process. Many of our

clients comment they love it!

Our Founder. In 2004, after a successful

seventeen-year technology consulting

career, Andrew LaCivita created milewalk

to help companies like those he worked

for find the caliber of resources as

qualified as the ones he worked with.

As a nationally recognized recruitment

executive, author, columnist, and

speaker, he has become a trusted media

resource regarding the employment

market. Featured in many television and

radio appearances, he has also become a

frequent source for FOX Business News,

Business Insider, Inc., and other news

outlets.

Throughout his consulting and recruiting

professions, he has helped more than 200

companies improve their business

processes, technology infrastructure, and

employment resources. He has also

helped more than 11,000 people with

their careers.

He is the multi-book author of the

milewalk Business Books Interview Intervention: Communication That Gets You Hired and The Hiring Prophecies: Psychology Behind Recruiting Successful Employees. He has also authored the self-

help book Out of Reach but in Sight: Using Goals to Achieve Your Impossible.



Predictive Techniques

In order to show how a machine works, you take it apart.

To see how a living entity functions, you must see it in unity in its natural

surroundings. The milewalk methodology helps companies and

individuals simulate these surroundings to ensure a successful

match. Factoring in the outer influences, as well as the internal

needs, is the key to making this happen.

We believe, and have built our methodology on, the

premise that organizations need to broaden their

approach in evaluating recruits. Most employers

include typical criteria of skills and experience, but

omit the most critical factors such as the candidate's

cultural fit and reasoning and decision-making

processes.

Our research indicates that organizations need to

evaluate cultural fit first, capabilit ies and

achievements second, and specific experience third.

The order is vital in ensuring not only a successful

recruiting campaign, but also in establishing a long-

term relationship with the employee. While we consider

the cultural, capability, and experience components to be

core to the process, we feel the candidate's emotional factors as

well as external influences such as current employer, family, and

confidants are equally important. This follows the theory that people

buy with emotion and justify with logic. Without a clear understanding

of the candidate's emotional decision points, companies often find

themselves merely hoping for success rather than building the highest

probability of achieving it.



Expressive Capital

A major differentiator and primary reason for our success is that we

spend considerable time helping clients and candidates improve their

communication intelligence. We define communication intelligence as

an individual’s level of proficiency in accurately exchanging thoughts

using verbal and nonverbal cues to achieve a mutual understanding.

It is our belief that good communication leads

to good judgment, whether you�re choosing to

join a company or hiring an employee. This

holds true because when you have accurate

information and a mutual understanding, you

are at a minimum making an informed decision. As our clients and

candidates engage in the recruitment process, we work with both parties

to improve their communication by elevating awareness to potential

ambiguity and providing coaching and insight into effective

interpersonal communication techniques. These techniques are

outlined in detail in Andrew LaCivita�s first milewalk Business Book

Interview Intervention: Communication That Gets You Hired.

We define communication intelligence as an individual�s level of proficiency in accurately exchanging thoughts using verbal and nonverbal cues to achieve a mutual understanding.



Primary Focus

Our �FILL� approach illustrates our primary focus:

FUNCTIONS | We support functions across the entire organization.

Some of the key positions are identified below.

INDUSTRY | Organizations that rely heavily on Information Technology

for success. Some industries include but are not limited to Information

Technology & Management Consulting and Software.

LEVEL | All levels.

LOCATION | We have supported national roles, but primarily serve

Chicago, Illinois.

Examples of positions we fulfill:

Ÿ | CEO, COO, CTO, CIO, CFO, CMO, CPOC-Levels

Ÿ | VP of Sales, Business Development Business Development

Executives

Ÿ | Business Unit Leaders, Practice Directors, Operational Leadership

Managing Directors, Account Partners, Six Sigma Resources

Ÿ | Senior-Level Program and Project Managers, Client Services

Managing Consultants

Ÿ | Enterprise Architects, Solution Architects, Software Technologists

Engineers, Various Infrastructure Solutions Resources

Ÿ | VP of Marketing, Marketing Program ManagersMarketing

Ÿ | VP of Finance, ControllerFinance

Ÿ | VP of HR, VP of Recruiting, Recruiting Managers, Human Resources

Internal and External Communications Resources


Differentiators

Predictive Techniques. We�ve developed an analytics model to

monitor employer and employee relationships to identify

which criteria best predicted a successful relationship. This

model, seven years evolved, includes over 10,000 data points

supplemented by over 120 interviews with individuals in

Recruitment, Human Resources, and other hiring capacities. It

is used to screen and match the candidates with companies.

Experienced practitioners. Our team is comprised of former

information technology and management consulting profes-

sionals who held positions similar to those our clients and

candidates seek to fill. This industry-specific knowledge helps

us recognize those resources that become most valuable to

organizations.

Endorsement-based recruiting from a strong network.

Although an increasingly popular resource, Internet want ads

will not help you find the best talent. Often times, they help n

you find the best of the unhappy, unqualified, and unem-

ployed. Because of our experience as practitioners, we have

worked directly with some of the greatest talent. They serve as

a strong nucleus for referrals to hidden gems not looking for

their next job. These truly qualified and talented resources are

the people you want in your organization.

Our nation is crowded with search firms, which makes it difficult to find the best companies to partner with. We feel

strongly there are key differences related to experience, networking, screening, relationship building, and delivered

results that separate us. Ultimately, however, it�s not what we do that makes us unique� it�s how we do it.

Complete screening process. Any recruiting firm can present a

candidate to her client. Finding the candidate that really fits an

organization takes an understanding not only of general

requirements, but of office culture, personal character, and much

more. Our experience as practitioners helps us provide an extra

layer of screening most recruiting firms omit.

Relationship builders. We don�t ask our clients to trust us at first

meeting. Instead, we create a high-trust, low-risk relationship

that is proven through our actions. By focusing on cultural and

performance metrics � meant to impact organizations and

individuals long-term � we build lasting relationships. We

demonstrate this through the 100% client satisfaction and

repeat business goals we achieve.

Strong track record. Our upfront analysis and process handling

skills ensure we are successful. Historically, we have maintained

an interview to acceptance ratio of one for three. This means that

for every three candidates interviewed, one actually accepts the

job. In addition, 70% of new clients have hired the first

candidate we�ve presented! Our clients benefit by not only

securing the best talent, but also from saving a tremendous

amount of time.


Recruitment Offerings

We understand each organization�s needs are unique. To most

effectively respond to those needs, we customize our services to best

accommodate the situation.

Contingency

Based on your request, we evaluate the need, locate the best candidates,

and qualify them to ensure we present the most ideal candidates. We

work with you throughout the entire process through offer acceptance.

You pay an agreed amount only if you hire the candidate.

Retingency

If there is a greater sense of urgency or an unusually difficult position to

fill, this is an attractive option because it ensures the highest level of

dedication to your search. We establish a fee structure upfront and

collect portions of the fee throughout the search based on schedule,

progress, and final results.

Retained

Some clients like us to be fully integrated because their needs are

constant and dynamic. In such situations, we offer a type of “retained”

arrangement which includes monthly operating costs and reduced

ongoing contingent fees. This is popular with smaller to mid-size

organizations who are growing rapidly.


Recruiting Process

findbestcandidates

presentcandidates

coordinateinterviewprocess

gatherfeedback

negotiateand accept

Our recruiting process provides our clients the highest degree of value and helps our candidates find the

place where they belong. It centers not only on helping organizations hire the best candidates, but also

ensuring that it is done in a smooth and expedient manner.

Although many search firms simply take orders at this stage, we feel this is one of the most critical steps in the process. During this step, there is often significant opportunity for miscommunication and a host of issues that waste time during the remaining stages.

We help our clients narrow their search by understanding their specific needs. These needs include more than general requirements about the job opening (years of experience, area of expertise). They include more detailed information such as secondary responsibilities, keys characteristics about employees, "personality of the organization", and several other factors that help further refine the search.

Our value to our customers is reducing the time to hire by gathering information that allows us to present not just a candidate but the candidate as soon as possible. Clarity with the search requirements helps do this effectively.

We pride ourselves on our ability to find the best candidates. The Internet has certainly presented the Executive Search industry with a multitude of willing job applicants, however, we feel the optimal way to find the best quality candidates is through our vast network of contacts.

Our experience actually working in industry along with our proprietary methodology for candidate screening and interviewing, which includes a blend of critical behavior interviewing techniques and business process and technical assessments, enables us to gauge how well each candidate will perform for our clients. These practices help qualify the candidates that best fit our clients' needs.

Presenting candidates is not bombarding our clients with resumes to sift through. We provide value through our background checks as well as highlighting our candidate's accomplishments and achievements as they apply to the job requirements. Our clients have found this saves time and significantly reduces the number of resumes they review and candidates they interview before they find the right person.

As our clients determine that a candidate is a potential fit, we help coordinate the interview process with the hiring official. We feel both parties are best served as we help through the entire process through offer acceptance.

We stress the importance of client satisfaction and continuous improvement. Gathering insight related to the candidates throughout the interviewing process allows us to ensure two critical things. First, we use that feedback to make evaluations of the current candidates to confirm proper fit with the company. Second, we channel that feedback as we evaluate and screen additional candidates to ensure we are presenting individuals who best align to the organization.

Our involvement in the negotiation process supports both our clients and candidates significantly. We mediate to ensure both parties have the necessary information to prepare and accept the offer. This helps our clients reduce the possibility of a candidate rejecting the offer and ensure our candidates receive fair offers.


evaluatehiringneeds


Consulting

An emerging part of our business focuses on helping organizations with their Human Capital Management.

As a complement to our recruiting services, we also provide insight in the following areas...

Employee Performance Management helps

organizations establish models, procedures, and

tools that aid employees in achieving individual as

well as corporate goals. The most effective way to

ensure employee growth and success includes

developing a career development model that

includes Goal & Objective Management,

Advancement Criteria, Performance Appraisals,

Feedback Assessments, Coaching, and Career

Planning.

Wo r k f o rce D e v e l o p m e n t h e l ps a l i g n a n

organization's recruiting strategy to its growth

strategy. This not only establishes recruiting

metrics and goals that support the company's

business goals, but also ensures that new hires are

effectively oriented and assimilated into the

corporate environment.

Compensation and Rewards helps improve overall

company performance by linking employees pay to

their contributions. Organizations achieve

maximum success only when the employees goals

and objectives are completely in line with the

corporate goals. This relationship drives the most

positive employee behavior.

Communication includes developing vehicles such

as company newsletters, monthly updates, Intranet

announcements, and town hall meetings to keep

employees informed of current events. All

techniques are aimed at encouraging teamwork

and unity. The ultimate environment includes two-

way co m m un i ca t i o n m e cha n is m s w h e re

employees can provide feedback to management.


Market Insight

Complimentary such as consulting services

recruiting process assessments and compen-

sation reviews. Ask to see case studies!

Complimentary that address newsletters

critical employee management and recruit-

ing topics. Previous editions can be found

on the website.milewalk

Our annual employment survey and

data which includes information

related to hiring and employer and

employee viewpoints on the market.

Through our robust social media

platform that includes the milewalk

Blog, LinkedIn, Twitter, Facebook,

and Google Plus, we distribute

over one dozen messages and

articles daily regarding hiring,

employee management, and

career management.


OVERVIEW

Our CEO, Andrew LaCivita, created this book series aimed at helping employers and employees become successful in their businesses and careers. The series, which started in March 2012 with the inaugural Interview Intervention: Communication That Gets You Hired, spawned months of media publicity surrounding its goal of restoring balance to the employment market.

Although the book is currently being sold in over 50 countries, LaCivita is more interested in helping people make better, more informed decisions regarding their careers. He demon-strates this through his willingness to give the book gratis to anyone who wants it. See the Interview Intervention menu on the website to receive your free copy.

The second book, The Hiring Prophecies, focuses on helping employers make smart hiring decisions through understanding the key predictors of recruiting and retention success and incorporating them into their recruitment processes. These unique milewalk techniques have received accolades from the Human Resources and Recruiting community and are now sought by various HR bodies such as The Institute for Human Resources, which in 2013 began including the milewalk techniques as part of their Quality of Hire certification credits.

Targeted for a 2016 release is The Art of a Successful Job Search, which teaches job seekers the twelve most critical steps to execute a successful job pursuit. Covering areas from knowing yourself to knowing your odds through resume styling, networking, and targeting employers, this book will become an indispensable guide to finding your dream job!

INTERVIEW INTERVENTION

If you are interviewing with a company, you are likely qualified for the job. Through the mere action of conducting the interview, the employer essentially implies this. So why is it difficult to secure the job you love? Because there are three reasons you actually get the job � none of which are your qualifica-tions�and, unfortunately, you can only control one of them.

Interview Intervention: Communication That Gets You Hired creates awareness of these undetected reasons that pose difficulty for the job-seeker and permeate to the interviewer, handicapping the employer�s ability to secure the best talent. It teaches interview partici-pants to use effective interpersonal communi-cation techniques aimed at overcoming these obstacles. It guides job-seekers through the entire interview process to ensure they get hired. It teaches interviewers to extract the most relevant information to make sound hiring decisions.

Interview Intervention is your indispensable guide to:

· Create self-awareness to ensure you understand the job you want before�not after�the fact.

· Conduct research to surface critical employer information.

· Improve interpersonal communication techniques.

· Develop a connection with the interviewer to gain benefit of the doubt.

· Share compelling stories that include six key qualities that make them believable and memorable.

· Respond successfully to the fourteen most effective interview questions.

· Sell yourself and gather intelligence through effective question asking.

· Close interviews to ensure the interviewer wants to hire you.

· Ensure success with accepting the employ-ment offer.

THE HIRING PROPHECIES

A ten-year study by milewalk, which included more than 10,000 employees and 200 compa-nies, surfaced the hidden reasons why employers have difficulty hiring and retaining top talent.

A job candidate�s often-faulty decision-making approach coupled with short-term emotions and other external influencers exacerbate an already-systemic issue regarding how employers evaluate job seekers. Companies will struggle with these challenges until they fully understand and account for the real reasons they have difficulty recruiting the right resources.

In The Hiring Prophecies: Psychology Behind Recruiting Successful Employees, learn a proven recruitment methodology that counteracts these ever-present challenges when evaluating job candidates. Once employers understand and implement the methods that address the true predictors of recruiting and retention success, they will be on their way to hiring employees who stay!

The Hiring Prophecies will become your indispensable guide to

· Understand the leading indicators of recruiting and retention success.

· Develop an optimized recruitment process that pulls in the strongest job candidates and quickly dismisses unrecruitable ones.

· Learn the most effective job interview techniques and questions to evaluate the candidate.

· Counteract the candidate’s often-faulty decision-making approach that includes moral algebra techniques.

· Overcome the candidate’s short-term emotions of loss, hardship, and overconfi-dence.

· Neutralize the candidate’s outside interfer-ence from current employer, potential suitors, mentors, and cyberspace.

milewalkBusiness Books


Commitments & Success Factors

We are successful because of our commitment level to our clients and

we clarify our expectations of our clients commitments before we �

begin. Success requires strong levels of dedication�

Count on us

1. Will work with you to ensure we understand exactly who we seek before we begin a search

2. Will dedicate sufficient time to generate quality candidates in a timely manner

3. Will pre-qualify all candidates by phone and in person before presentation to you

4. Will provide detailed information on skills, background, and needs as well as motive for considering change

5. Will share accountability for interview, coordinate visit, and make you aware of candidate�s perspective and any time constraints

6. Will prepare you thoroughly for each interview with additional specifics on each candidate and cover any issues

7. Will provide detailed feedback from candidate and act as your agent to navigate you through the process

8. Will give regular status updates with detailed progress and market feedback

9. Will answer calls and emails within 24 to 48 hours or sooner if in crunch time; you will also have our cell phone numbers should you need to reach us outside of normal business hours

10. Will act as your agent to secure a candidate you want to hire

11. Will work extensively with you and the candidate through the offer, acceptance, resignation, possible counter offer, and transition

12. Will maintain strict confidentiality with any information shared in confidence; will sign an NDA as appropriate

We need from you

1. Financial commitment (and exclusivity where appropriate)

2. Share all information in a timely manner relevant to search (changes, new people, timeframes, etc.); honesty is critical to success

3. Timeliness of response to calls and emails (24-48 hours and less when needed)

4. Know interview availability a few weeks in advance and have access to someone who can schedule your time

5. Willingness to continue interviewing even when you find one candidate you like

6. Immediate decision on interview after presentation (at least within 24 hours)

7. Detailed feedback after candidate�s interviews; this communication helps not only with the candidate but also allows us to recalibrate the search if necessary

8. Access to all decision makers

9. Set time for preparation and post-interview debrief calls

10. Help sell yourself and your organization to the candidate

11. Preliminary estimate of offer and dialog to ensure we act with all parties� best interests in mind

12. Decision on go/no go and offer within 48 hours (or appropriate based on candidate�s level) after final interview


Sample Clients

Since milewalk�s inception in 2004, we have consulted for over 110

organizations. Below is a small sample of those companies.


As we continue to expand in multiple markets, milewalk is able to help us find the type of rare talent that we are looking for. We’ve developed a partnership that goes well beyond recruiting our top talent. milewalk has been able to help not only us, but also our clients identify the key resources needed to make their social initiatives successful. We’ve also engaged milewalk to help us refine a social recruiting solution. They are true partners in every sense.

� Paul Stillmank, CEO, National Social Business Agency

I have full confidence is milewalk’s ability to find us the . They have proven to us time best talentand time again that they truly understand our business and our culture and have found us several candidates that have been perfect fits. I look forward to continuing our relationship with Andy and entire milewalk team for years to come!

� Beth Cabrera, Human Resources Manager, National Consulting Company

�milewalk has been an instrumental partner in helping us expand our g lobal ser vices organization. They not only help secure exceptional talent, but also provide outstanding customer service strategic partner. and act as a I recall a memorable experience� shortly after we determined we needed a Vice President-level employee to develop and execute our global sourcing strategy, we called Andy LaCivita the day before a holiday weekend and he met with us offsite the very next day to discuss the position. A handful of weeks later, we secured a fantastic employee that is adding tremendous value. This is one of the many situations where milewalk has helped us grow our global services organization.�

� Kristin Hackney, VP Global Services & Solutions Global Software Compan

�Andy LaCivita has always been a pleasure to do business with. He truly understands our business and what we are looking to achieve as our company evolves. It is great to work with someone who understands the role and the business, and has on the worked as a practitionerclient side. Andy has been instrumental in helping us build our world class Professional Services organization.�

� Mary Godee, Director Worldwide Recruiting Global Software Company

�milewalk has been an incredible partner and Andy LaCivita�s ability to find the right talent has amazed me. He has taken the time to understand our company culture and is able to find candidates that will fit seamlessly into that culture. Our executive and recruiting teams consider milewalk one of our strongest partners. We openly solicit and value Andy�s feedback as he helps bring us the best in class talent. We look forward to continuing our partnership with him and milewalk.�

� Vito Fiore, Director of Recruitment Global Consulting Company

�As we began our search to find a VP of Sales, we turned to milewalk. From the beginning, it was clear that By milewalk�s approach was different.engaging in an open dialog to understand our company, culture, and position requirements, milewalk was able to quickly identify a fantastic candidate who we ultimately hired.�

� RJ Reimers, VP National Practices Global Consulting Company

Client Testimonials

Our clients view us as a strategic partner. They have spoken not only

with kind references, but also with repeat business...


�We have a with milewalk that high level of trust we have not found with the several other recruiting firms we have worked with during our company�s history. Their ability to help us secure candidates who truly fit both our business needs and culture is an incredible value. We look forward to a continued relationship with milewalk in the years to come.�

� Liz Anderson, VP of Business Solutions National Consulting Company

�milewalk is the best search firm we�ve ever engaged. We�ve normally interviewed 10 or so candidates from previous search firms before we would hire one. With milewalk, we hired two of the first three candidates they presented. We will continue to turn to milewalk for our recruiting needs.�

�Sam Biardo, President & CEO National Consulting Company

�We needed an assessment of our sales executive compensation program. We turned to milewalk for help. I felt Andy LaCivita had great subject matter expertise and was most impressed with his ability to get a lot of information in a very short period of time. I also very much enjoyed watching him handle some �strong� personalities with aplomb and steering important conversations. We very much appreciated his quick and highly professional response to our need.�

� Jo Jackson, CFO National Consulting Company

Client Testimonials

�We have used milewalk to source several senior consulting leaders. milewalk has taken the time to understand our business and our culture, and they have used this to recruit individuals who are outstanding fits in the organization. Some of the best leaders in our company have joined as a result of milewalk. From a candidate perspective, I have heard from our hires that milewalk provided an outstanding candidate experience, which is important to us as a client. I will continue to use milewalk in my current company and beyond.�

� Ted Goodman, VP & MD National Consulting Company

�After months of searching for a VP & Managing Director to establish our Chicago office, we turned to milewalk for help. I was very impressed that Andy LaCivita took the time to truly understand what we needed and what our organization was about before beginning the search. He did a great job of listening. It was no surprise to me that we hired the first candidate milewalk presented.�

� Dave Rosevelt, CEO National Consulting Company

�Andy LaCivita is truly amazing. One thing that makes him different from other recruiters is that he actually and his gets to know his clientscandidates in order to make the perfect match. He also consistently follows through, which makes the recruiting process much easier since he always ensures every detail is handled. I highly recommend him to any firm, particularly those in the professional services arena in search of top talent. He will find exactly who you need!�

� Kerry Heiple, Managing Director National Consulting Company

“When we engaged milewalk, I was extremely impressed with their search evaluation process. It was aimed not only at eliciting the key information they needed to conduct a successful search, but also helped ensure we were in complete alignment regarding the type of resources we needed.”

� Aaron Howell, Product Consulting Director Global Software Company

�In my opinion, Andy is the most responsive and trustworthy professional I have met in the recruiting industry. He has come through for Slalom Consulting on countless occasions and I attribute the positive growth we�ve experienced over the past few years to the key hires milewalk has made for our team in Chicago and nationwide�milewalk to me means trust and speed. Andy quickly came up to speed on our business and hiring needs and executed with perfection. As the market gets more competitive, I trust milewalk to find the top candidates. milewalk is the only team I can turn to who truly understands our business.�

� Steve Winchester, VP National Recruiting National Consulting Company


Candidate Testimonials

Our candidates appreciate the effort we spend to understand who they

are as well as our ability to match them with the right opportunity�

“It has been a great pleasure working with you and the milewak team. With your assistance I was able to learn additional tools for my profession and consider what truly is important when seeking a new career opportunity. Reading your book provided me a better understanding of what questions I should expect to be asked, why these questions are asked and a much better perspective in seeing what is important for me and my family short term and long term. The coaching you provided added confidence in my decision in choosing the right company that I have transitioned to recently. I've joined a consulting firm that has a great culture, who appreciate my efforts and consider me as part of their professional team. Thank you very much for all your help and guidance.

� Maybelyn H. Plecic

“Andy has developed an innovative, effective and refreshing approach to recruiting. His first focus is understanding what is important to the candidate and only then working to find the right career opportunity. In addition to his unique approach Andy is also dedicated to ensuring candidates are confident and prepared to succeed throughout the recruiting, interviewing and decision making process. I recommend Andy to motivated job seekers and also to employers seeking quality candidates.”

�Tim Mila

�From day one, Andy has been open, honest and direct with me while working tirelessly to assess my desire for a career jumpstart. Andy understands the underlying motivating factors for career growth and success and has been an invaluable resource in current career path.�

� Steven Tabak

“What I appreciate most about Andy is his drive to understand the hiring process for companies and prospective employees. He doesn't play the odds but instead makes introductions that are in the best interest of both parties which leads to an efficient use of time and successful hires. In conjunction, I found Andy to be personable and believe he maintained a high level of professionalism and communication from inception through employment. Lastly, I feel he perpetually seeks to improve the success of his clients and consider his drive to be inspirational.”

� Jonathan Eckert

�After a detailed conversation about my past, present, and future career experience, Andy helped me move outside my comfort zone, and facilitated one of my best career decisions. Andy is very organized, fast paced, and extremely energetic. You would be wise to give him an opportunity to help you with your next career. He has �has your back,� and I would trust him with my next career move IF I ever need one.

� Garret Starke

�I highly recommend Andy for your recruitment needs. He is unique not only because he is extremely knowledgeable and insightful about the recruitment business. He is also more helpful and easier to work with than any other recruiters I�ve dealt with before. He makes my job so easy! He has been a great resource for me and hopefully he can do the same for you.�

� Patrick Man


�I have worked with Andrew on a few senior leadership opportunities in the past few years. Andrew is a business professional who brings a thorough, balanced and pragmatic insight into the opportunity. He shares his well rounded perspective and acts as a great advocate, coach for the candidate and is an effective mediator between parties to come to an optimum mutually beneficial outcome for his clients and the candidates. For clients, he provides top-tier access to exemplary candidates. For candidates, he helps maximize their value and perception of their value to the client. I would work with Andrew any day for any of my future leadership resource needs.�

� Sri Navalpakkam

�Andy is the only recruiter I have ever engaged with. His professionalism and passion for his work shows in the way he interacted with me and helped me find my current position. The job was exactly what I was looking for and then some. He was very keen on ensuring that the job he helps me attain is exactly what I am looking for, is right for me and that aligns with my career goals.�

� Nilay Doshi

�Andy provided excellent guidance and coaching as I prepared to seek new job opportunities. Andy found and placed me at an organization that fit with my career path and goals. It was a pleasure working with Andy and have recommended him to several colleagues.�

� Brian Goonan

�Andy possesses a high level of professionalism. He is a very dedicated and focused recruiter who will go the extra mile. He has a keen insight to the market-place and offers sound business coaching and advice.�

� James Cho

Candidate Testimonials

“milewalk is nothing like what I have heard about recruiters and recruiting. Their sincerity is something that is rarely seen in today’s corporate world. milewalk has a genuine care for the people they represent and the organizations they collaborate with for career placement.”

� John Berry

�Andy stands out in a class of his own. I have never met a recruiter that is so personally committed to helping his clients and building genuine relationships. He is attentive and works hard to deeply understand goals, prepare and develop you for career transition, and ensure you are matched with the right opportunity.�

�Theresa Morelli

�Andy has considerably shown more depth than any recruiter I've worked with in understanding what I was looking for and how my background and experiences shaped my desires for a new role. Also, his connections in Chicago are first-rate. Whether you are a candidate or an employer, once skills are identified, you can be sure that Andy will work hard to ensure that there is a good cultural match, which is key to long-term success. I highly recommend his services.�

� Dan Souk

�Andy is a creative and hard-working recruiter who really has walked a mile in the consultant's shoes. His industry knowledge and contacts have been invaluable throughout my search. Andy has been direct, honest, professional and someone who is really on the candidate�s side.�

� Nick Camino

“I have had the pleasure of working with milewalk as both a hiring manager and a job seeker. Put simply, Andy LaCivita is a great recruiter. Many things separate milewalk from the rest of the pack. However, I believe Andy's greatest skill is his ability to understand the importance of culture. On paper there may be multiple good matches for a position when you assess skills, experience, etc. Andy is a master at understanding which actual human being out of that group will be the right match for a particular organization. I believe this ability to dig deeper and understand what makes an individual tick is one of milewalk's keys to success.”

� Patrick Payne

�I worked with Andy before he opened milewalk. More recently, we re-engaged as he recruited me from my last employer. His level of professionalism has not diminished one bit, and his business acumen had increased exponentially. Andy was directly responsible for landing me in my current position, which is the job of a lifetime, and I am forever grateful for his help and I truly consider him a trusted advisor. Andy has demonstrated to me time and time again that he truly �gets it� when it comes to successfully conducting business in today's complex and global market place.�

� Terrence Tyler

�Andy's expertise and guidance were invaluable during my recent transition. Through the entire process, he remained focused on my career goals, kept me engaged in the process and maintained a high degree of enthusiasm. Andy's coaching and guidance was spot on during the hiring process. I continue to recommend him to other colleagues that are considering a career move.�

� Shane Cook

�My entire experience with milewalk was smooth and structured. I knew exactly what is going to happen next. Andy's approach is very personal. I have never seen anything like it. I was very satisfied and amazed at the same time.�

� Mikhail Kogan


EXCLUSIVITY

milewalk recommends working on an exclusive arrangement only when it’s in our client’s best interest.

We review this with you on a search-by-search basis. Many companies think that listing or distributing their

opportunities to multiple search firms will provide more coverage. We’d like to share our thoughts…

It potentially devalues the job in the market and potentially devalues the brand of the employer

This is the law of scarcity. If four different recruiters contact the candidate regarding the same position, the perception is that the job is of less value than if one recruiter has the job. Good jobs (or jobs with good companies) don�t need a multitude of recruiters to fill them.

Quantity becomes more important than finding the best candidate

If a recruiter knows they are competing, they are much more inclined to just �throw mud against a wall� because they don�t want to risk a competitor putting forward a candidate that they also have in their database. As a result, recruiters in multi-list situations put forward any candidate who remotely fits the job specification. The outcome is many recruiters sending many resumes and you are lucky to find one candidate worth interviewing.

You do more work and still pay the same fee

You spend your own valuable time reviewing many resumes (and perhaps interviewing), then fielding or making a multitude of calls to several recruiters to provide feedback, arrange interviews, etc. (not to mention the several separate conversations to brief each recruiter on the job). If you add up all this additional time (compared to working with one recruiter), you probably spend several extra hours in duplicated communication.

You do more work and start to cut corners Because you�re likely duplicating communication, you may try to minimize the most effective communication channels (face-to-face and phone) and increase the least effective communication channel (email). These tactics may help you in the short term, but they frustrate the recruiter who needs consistent and up-to-date feedback to deliver the best candidate as quickly as possible.

Exclusivity gives the recruiter time to do a thorough job to find the best candidate

The most valuable gold nuggets are found by drilling down into a gold field. They are not found scattered on the surface where it is easy to locate them. It�s the same with the best-quality candidates. A recruiter needs time to �drill down� and will do so if he knows you are relying exclusively on him to deliver the best candidate as quickly as possible.

The reality is that all recruiters give priority to exclusive jobs

There are two reasons for this: you are relying on that recruiter to fill the job and the likelihood of receiving a fee for work done.

The best candidates are put forward to exclusive jobs

In almost all cases, clients who multi-list a job are slower at responding to quality candidates. Recruiters don�t want their hard-earned reputation with candidates damaged by unresponsive clients, so they forward the best candidates to quick-response clients.

Other professions don�t do it What accountant would take on a client�s tax work if they knew that three other accountants also had the job and the first one finished would get the fee? Real estate agents rarely take on a multi-listed property from a vendor. Multi-listing is rare elsewhere because other professions know that it (mostly) leads to a vastly inferior client service. Recruitment is no different.

milewalk Company Overview 2015

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Transcript of milewalk Company Overview 2015