Pinsker and Company is a client-focused boutique executive
search firm. The firm works for only one client within an industry
sector to provide that client with unlimited candidate potential.
Partnering with Pinsker and Company offers a client a number
of distinct advantages:
1. Unlimited Candidate Sources. No targeted companies would be “off-limits” to
a client. This provides the client with the greatest number of
potential, well-qualified candidates. Additionally, the client
need not be concerned
that a strong candidate might be diverted to a competitor.
2. Best Candidate/Client Fit. A single, highly experienced and
skilled person performs all key activities including interfacing
management, developing the candidate/position profile, interviewing
and referencing candidates, and maintaining a continuous dialogue with
the client and the candidates. This continuity results in a better
candidate/client fit. Dick Pinsker performs all the above activities
in this search engagement, assuring nothing is lost in the interpretation
of the requirements. Of critical importance is his skill in assessing
a client’s culture as well as the cultural background and
fit of candidates.
3. Unparalleled Commitment to Search Success. The Pinsker name
the door.” Pinsker and Company means a commitment to client
satisfaction, achieving the desired results and continuing its
with clients. The Pinsker and Company goal: The hiring of an outstanding
person who quickly adds substantial client value.
As a further commitment, Dick Pinsker restricts his search engagement “load” to
a maximum of four searches at a particular time, only one of which
would be in the initial stage. This gives the client the full attention
PINSKER AND COMPANY SEARCH PROCESS
Each search engagement is unique to a client’s specific environment
and needs, but Pinsker and Company follows a process that Dick Pinsker
initiated over twenty years ago. Through his book, Hiring Winners,
and his Hire for Results workshops, Dick Pinsker has taught thousands
of hiring managers how to make more objective and predictable hiring
decisions. Following are the steps to ensure success in hiring a
1. Candidate/Position Profile Development. Working with client management,
Dick Pinsker will help develop a list of Performance Expectations
as well as identify the company’s “culture” or
personality that impacts the candidate’s ability to achieve
success in his or her new environment. This information becomes the
backbone of the Candidate/Position Profile, the blueprint for the
2. Candidate Sourcing. There are over 200 candidate development research
firms that supply candidate leads and prospects to executive search
firms. Using a target list of companies developed in conjunction
with the client’s management team, and having no “off
limits” companies, Dick Pinsker will select the appropriate
research firms(s) as an adjunct to executive network he has developed
over the past 30 years. The results: no stone is left unturned to
identify highly qualified prospects.
3. “Short List" to Candidates. Prospects will
be phone interviewed to cull down to a “short list” of
candidates. After further refinement, candidates will be evaluated
through face-to-face, in-depth
interviews. These will focus on the candidate’s capabilities
and experience, interpersonal skills, adaptability to new environments
and likelihood of fitting into the client’s organization and
culture. Candidates surviving will meet with client management.
4. Candidate Evaluation. Dick Pinsker will “interview” multiple
levels of reference checks to ensure the candidate’s capabilities,
accomplishments and management style are as represented by the candidate.
Candidates will be compared to one another and to the Candidate/Position
Profile earlier developed with client’s management.
5. Finalizing the Hire. After a series of interviews between candidates
and client’s management, and the finalist candidate is selected,
Pinsker assists in compensation negotiation. Without any conflict
of interest (Search fees are “fixed” at the initiation
of a search engagement) he can ensure that the offer extended to
the candidate will be accepted.
6. Closing the Search. After the candidate has started employment,
Pinsker will close with the other candidate finalists to ensure
they keep a positive image of the client. (Finalists in the
search will be leaders in the industry. Making the extra effort to
develop a long-term positive image is important to the success of
7. Follow up. Dick Pinsker meets with the client’s management
and the new hire for at least a six-month period to facilitate a
smooth transition into the client’s organization.
The objective of each search engagement is to recruit and
hire the best possible candidate for the position. Should
leave the company within one year, Pinsker will replace that
candidate for out-of-pocket expenses only. The only proviso
is that it is
a replacement for the position vacated.