CQCritical Qualifications

THERANSOMGROUPEXECUTIVE.SEARCH.CONSULTANTS

T02 Our CompanyA company profile including guiding principles and client & candidate definitions

04 The ProcessAn outline of our exclusive executive search strategies & procedures

08 EngineeredFor SuccessThe time-proven factors that are woven into our firm’s tactical fabric which lead to our continued success

06 Project TimelineA week-by-week synopsis chart of the search process & target points

10 CollaborationConcentrated teamwork is the core of a winning search effort

Contents

12 The PartnersThe point people for yoursearch including qualifications & experience

14 The Art Of The SearchThe search process—it’s personal

The Ransom Group, IncorporatedExecutive Search Consultants6956 East Broad Street, Suite 250Columbus, Ohio 43213614.866.7821theransomgroup.com

Critical Qualifications

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The Ransom Group, Incorporated

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The Ransom Group (TRG) is a retained search firm providing professional consulting services within

the area of executive recruitment and management selection. We work with passion to assist

each Client to enrich their organization through proper identification, selection, and retention of

industry leaders. The extent of our firm’s growth and development rests solely on two beliefs:

Our Company

The level to which TRG responds to the needs of each Client we serve must exceed any previously accepted industry standard.

The quality of the relationship and trust between our Clients and our Partners must be impeccably regarded and maintained.

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Guiding PrinciplesThese guiding principles represent our firm’s ethical priorities and the method by

which we conduct the business of Executive Search.

Our firm’s greatest assets and the foundation of our business are built on the

development and enrichment of relationships.

Strategic consultation, collaboration, and active listening generate differentiated

performance.

Integrity must precede every decision we make.

We shall accept assignments only when our firm is the most qualified solution.

We must always respond with immediacy to the needs of our Clients.

We can never lose sight of the impact our profession has on the lives of the individuals,

the families, and the companies we faithfully represent.

Client DefinedWe select our Clients as carefully as they select us. We have intentionally limited the

scope of our search practice to Senior Management Recruitment within the Health

Care industry. Our Client organizations represent a vast spectrum of large established

companies, as well as newly created organizations. We deeply comprehend this

industry and are experts in our field. Our Partners possess meaningful relationships

with leaders charting the direction of this industry on a national level.

The firm’s specialization is a key ingredient to our success. Our Clients benefit

from our knowledge of this industry, as it allows us to reach the target audience

with precision in a shorter length of time. Numerous factors can contribute to

the challenge of recruiting an executive. Therefore, we assess each phase of the

recruitment process, including the Client’s internal recruitment process and interview

methods. Working together to enhance each step of this process can greatly impact

the degree of success realized in the end.

CandidatesOur Clients define us and our mission. Our full obligation and commitment lies with

our Clients. We do not directly service any individual Candidates except to the extent

that they play a vital role in the fulfillment of the needs of our Clients. This is not to

suggest, however, that the Candidates involved in our search process are merely

an inanimate means to an end. On the contrary, we make it our responsibility to

become intrinsically knowledgeable about the lives and aspirations of every one of

our final Candidates. The human aspect of what we do cannot be emphasized enough. It is the high quality of evaluating the human chemistry of our process that eventually

leads to a successful search finale.

It is the

high quality

of evaluating the

human chemistry

of our process

that eventually

leads to a

successful

search finale.

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The ProcessPosition SpecificationDerived from the results of our Assessment Meeting we prepare and submit a

detailed Position Specification outlining the desired Candidate profile and a

summary of the position responsibilities.

Search PlanTRG will then develop an overview of the steps that will be followed throughout

the process to help ensure success. This includes a description of specific

industry segments, a breakdown of competitive organizations where qualified

Candidates are likely to be identified, and a timeline overview that benchmarks

the search progress from start to finish.

Candidate ResearchTRG will begin our research for this position by assessing market

conditions, speaking with industry consultants, and contacting other

‘centers of influence’. Next, we will identify industries and companies

where prospective Candidates are likely to be surfaced. Finally, we

will make personal contact with each company and profile the most

appropriate individual(s) within these organizations.

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RecruitmentDuring the initial contact, TRG will provide each

Candidate with an overview of the opportunity as

well as assess the individual skill and expertise in

his or her current position. Equally important,

TRG will identify potential inhibitors that may

affect a Candidate’s interest or the Client’s

ability to secure a Candidate

for the position.

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5Interviews and EvaluationTRG will conduct comprehensive, face-to-face Candidate interviews with a select group of

prospective individuals resulting from our national recruitment efforts. Each Candidate will

be evaluated on a number of predetermined skill sets and required experience. We will also

assess the Candidate’s motivators and cultural compatibility in determining the quality of their

candidacy. Upon completing our initial interviews, TRG will communicate our observations

and recommendations to the Client with the expectations of narrowing down the final slate of

Candidates to be interviewed by the Client. After the Client has interviewed the finalists,

TRG will gather and communicate post-interview feedback

to both the Client and Candidate.

ReferencingTRG will complete both formal and informal reference evaluations throughout the search

process. Past employers and industry sources will be contacted to verify vital success

factors, personality traits, character, cultural compatibility, leadership style, past

achievements, and future career growth potential. After the Client has selected

a group of final Candidates, comprehensive reference reports will be completed by TRG.

We will also encourage our Clients to participate in the referencing

of the final Candidate.

Final SelectionOnce the Client has selected the final Candidate,

TRG will provide assistance and advice in regard

to the formulation and extension of the offer of

employment. Upon acceptance of the offer

by the Candidate, TRG will continue to monitor

the Candidate’s resignation from existing

employment, and facilitate

his or her successful integration

into the Client organization.

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R10 2 3 4 5 6 7

Project Timeline

InitialAssessment

Meeting

CandidateResearch

& Search Plan

Recruitment

Review Findings& Status Report

CandidateStarts

CandidateSlate Review

Candidate Interviews

1st Interviews Client Site

Reference Checking

Final Interview& Spouse Visit

Candidate Offer,Acceptance

& Resignation

(weeks)

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R188 9 10 11 12 13 17161514

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Engineered For SuccessUniquenessOur firm’s uniqueness originates at the initial point of contact between our Client and a Partner of our firm. The Partner

who accepts the search begins a process of ‘active listening’ and assessment to understand the intricacies behind

the needs of the individual Client. Each member of the firm makes a commitment to provide personal leadership and

response throughout the entire assignment. The Partner possesses all appropriate levels of autonomy and authority to

apply the necessary resources to each undertaking. The firm does not outsource or hand-off any part of the process.

The search responsibility and accountability rest with each Partner assigned to the search engagement.

ExpertiseExpertise demands specialization. The driving force behind our firm’s momentum is some of the most qualified search

consultants in the industry. Vivifying the company heartbeat and called upon to respond with deep commitment, our

people define the intrinsic expertise of TRG. We have intentionally focused the scope of our search practice to Senior

Management Recruitment within the area of Health Care. Each member of our firm possesses multiple years of

experience and is deeply connected with leaders, consultants, and centers of influence throughout the country. Our

contacts alone are extremely vast, and we utilize this realm as we define a Client’s individual challenge. We understand

that one Client’s needs are not the needs of the last or the next. We embrace each Client’s uniqueness as well as

our own. Therefore, each of our Clients is assured an original search defined by individual and specific needs. This

ensures authenticity of the market data that is compiled, and confirms that the universe of Candidates has been

thoroughly evaluated. Individual performance is not the primary indicator by which our firm measures success. Rather,

we assess the involvement of each Partner in the attainment of maximum Client satisfaction, the Partner’s collaborative

contribution to the firm’s long-term goals, and the degree to which each Partner places the Client’s interests ahead of

self-interest. We firmly believe that if this business ideal can be sustained, the continued success and development of

each Partner, as well as the entire firm will be achieved.

CommunicationsCommunication encourages total accountability. Communication is an expression of our commitment to the search

process. This extends far beyond routine updates at various intervals of the search process. We communicate what

we are accomplishing, where we are going, and present critical market perspectives and competitive insights that will

educate our Clients far beyond that of the previous search firm. Each Client is entitled to know what factors are aiding

or restricting their ability to attract top talent. Throughout each search, we conduct ongoing discussions and weekly

overviews with our Clients. The early stages of the process require weekly dialogue, while daily discussions are often

necessary as we work together through the final stages of offer extension and acceptance.

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DurationTime management is essential to the achievement of our common goal: fulfilling our search objectives with the most

qualified Candidate in the shortest amount of time. The achievement of this goal is directly related to the efficiency of

the search process. Our formula is simple and direct. It begins with the high level of dedication, time and resources

that we provide. We understand how quickly our Clients desire the final result. An additional ingredient of our efficiency

formula is implemented by closely monitoring the amount of work we accept. It is extremely rare for a Partner of

our firm to begin more than one search simultaneously. We believe that managing multiple assignments can greatly

reduce the quality of Candidates sourced by a search firm and unnecessarily prolong the completion of the search. We

adhere to these basic principles that others may simply overlook. By doing so, we ensure that our search consultant

devotes sufficient and dedicated time, with all the necessary resources, to the successful completion of each project.

SuccessNo process involving humans can provide a guarantee of results. The executive search process is no exception to

this reality. However, much can be done to identify and minimize, if not eliminate, these human variables. At each

stage of the process, we evaluate ‘candidate deliverability’ and potential obstacles to the acceptance of an offer of

employment. This evaluative analysis demands a trusting relationship with each Candidate and an understanding of

their sincere motivations behind pursuing competitive career opportunities. These ‘moments of truth’ can greatly

impact the outcome of any search process. This may involve aspects of Candidate relocation, compensation, counter

offer, or competitive opportunities that impact the search. Throughout our process, these issues are discussed often

and early to limit the potential of an element unrelated to the position itself causing the search process to fail.

FeesEach search is unique. Therefore, each search project is evaluated and valuated based on the numerous variables

attributing to the successful completion of the search. Prior to initiating a search engagement, a Partner from TRG

reviews each proposed search assignment based on a number of factors including projected search scope and time

frames, breadth and depth of the Client’s candidate criteria, industry climate, and the parameters for the candidate’s

target compensation. Once an assessment of the project is completed, a fee proposal is generated and reviewed with

the Client. Each fee proposal includes a detailed description of the project’s respective responsibilities as well as the

costs associated with the search.

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GCollaboration

The precision by which an executive search must be managed to achieve optimal results

requires an unconventional discipline within each phase of the recruitment process.

David Ransom

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GSuccess Through Collaboration The driving force behind our firm’s momentum is

some of the most qualified search consultants in

the industry. Vivifying the company heartbeat and

called upon to respond with deep commitment,

our Partners define the intrinsic expertise of TRG.

Individual performance is not the primary indicator by

which our firm measures success. Rather, we assess

the involvement of each Partner in the attainment

of maximum Client satisfaction, the Partner’s

collaborative contribution to the firm’s long-term

goals, and the degree to which each Partner places

the Client’s interests ahead of self-interest. We firmly

believe that if this business ideal can be sustained, the

continued success and development of each Partner,

as well as the entire firm will be ensured.

Safeguarding Search IntegrityFrom the beginning of your search to the end, the

partners indicated lead the search process. This

includes research, sourcing, recruiting, candidate

assessment, references, client management, and

ultimately assisting in the final offer process. We do

not outsource any portion of your search process or

handoff any aspect of your search to others in our

firm. We are accountable to our clients as the single

point of contact and are responsible for the ultimate

success of your search.

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David Ransom, PresidentDavid provides overall leadership and strategic direction for the

company’s ongoing business activities. He utilizes his knowledge and

experience to improve the execution and performance standards by

which each search is conducted. David allocates considerable time

to business development, client management and the refinement of

innovative search solutions that benefit the firm’s clients. For more than

two decades, David has specialized in executive search within the health

care industry. In addition to his leadership role within the firm, he has

built an extensive personal network of the industry’s top leaders and has

personally completed hundreds of senior management searches. Prior

to founding The Ransom Group, David held the position of partner in a

national search firm specializing in health care. For more than eight

years, he was recognized as one of the firm’s leading consultants. David

is a graduate of Eastern Illinois University.

The Partners

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David Reusser, PartnerDavid’s role at TRG has been paramount to the ongoing development of

some of the company’s largest client relationships. With fifteen years of

executive search experience, David has focused on delivering measurable

results to each client while developing market expertise within the health

care industry. David has successfully completed searches within all

segments of the healthcare industry including a special emphasis in

managing recruitment initiatives for integrated health systems and

hospitals. His search experience includes Physician Executives, Clinical

Innovation Leaders and Executive Officers. David is nationally recognized

for his knowledge of the industry and the executive search process. David

is a Miami University of Ohio graduate.

Kevin O’Brien, PartnerFor fifteen years, Kevin has specialized in executive search and staffing.

His expertise includes senior executive search, and on-site recruitment

& management of workforces to Fortune 500 clients within healthcare,

banking, finance, and manufacturing. Kevin’s contribution to TRG’s growth

has been significant. His primary focus is on business development, client

management, and healthcare recruitment for managed healthcare

organizations, multi-specialty physician group practices, integrated

healthcare delivery systems, and national healthcare consulting firms.

He has completed searches for CEO’s, CFO’s, functional Vice Presidents,

and Physician Executives. Previously, Kevin held the position of Managing

Partner for a regional staffing company and Area Manager for a publicly

traded staffing firm. Kevin is an Ohio State University graduate.

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The Art of The Search

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Instilling the Art in the Search by David RansomImbedded in the essence of our company identity is the definition of the Art of the Search and its synonymy to beauty. For

me, the concept of beauty captures the quintessential description of a highly successful executive search experience.

It is a quality, or a combination of qualities, that are joined together to create an outstanding or conspicuous example.

True beauty can only be realized if the final result of a search process has exceeded expectations in the eyes of those

most affected by the outcome. The precision by which an executive search must be managed to achieve this optimal

result requires an unconventional discipline within each phase of the recruitment process. Within the context of our

business, due process and rigorous velocity yield success. It is the harmonious balance of each activity, combined with

the human element, that creates this expression of beauty.

The Pursuit of Perfection by David ReusserThe ‘Art of the Search’ is precisely what drew me to this profession. I have always been inspired by the sophistication of

executive search, its process, and its constant demand to cultivate relationships and continually intensify performance

levels. The concept of executive search as ‘Art’ can only be truly understood by those totally dedicated to identifying,

pursuing and securing individuals meeting precise and unyielding Client search criteria...the ‘ideal’ resolution of the

search. This mastering of the ‘art’ of executive search is, however, not unlike any other great human endeavor.

Perfection is conceived and sought, but in most cases cannot be reached in its purest form. Though this perfection is

unattainable, the pursuit of perfection defines our responsibility as search consultants in each engagement. Embodied

in this pursuit is a drive and commitment to stretch beyond the last achievement allowing one to arrive at a point

of ‘perceptual idealism’. It is this greater sense of purpose that produces results on increasingly higher altitudes of

excellence and enables us to explore opportunities beyond the static and limited reaches of others.

The Abstract Element of the Search by Kevin O’BrienWhat is it that separates incomparable talent from the rest? Is it technical skills, years of experience, organizations

that fostered their careers, prestigious educational background, or perhaps, professional presence? Maybe it’s the

impact of their mentor, who helped pioneer the industry? But, what about the composition of a person? Who are they?

What are they really made of? What have been their life experiences? As individuals, what do they represent? What

is the level of balance in their life? Where are they willing to draw the line? What makes them tick? What’s ultimately

driving their decision-making process? How does a search consultant determine who has ‘it’ and who doesn’t? What

ability enables the consultant to discover these candidate qualities? Is this instinct, intuition, or simply a gut feeling?

I believe this acquired acuity is what elevates the search process from one defined by method to one celebrated as

an act of ‘art’. While these elusive traits should not be solely considered in lieu of technical skills, they may be the

most critical elements discovered during candidate qualification that we communicate to our client during this often

‘abstract’ evaluative process.

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Notes

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6956 East Broad Street • Suite 250 • Columbus, Ohio 43213 • 614.866.7821 • theransomgroup.com

S E E K I N G . T H E . S I N G U L A R . A M O N G . T H E . I N F I N I T E