Engagement Search Agreement

For YOUR COMPANY  (YC)

Your Search Assignment (YSA) for the position of

Prepared by

MH Executive Search Group

CONTENTS

The Search Program

Part One: Specification Development…........................................Page 1 & 2

Part Two: Identification of Candidates….......................................Page 2

Part Three: Qualification, Evaluation and Decision…...................Page 3

THE SEARCH PROGRAM

Part One:  SPECIFICATION DEVELOPMENT

A. Organization Environment

To assure the accurate focus of all concerned parties, the search

assignment will begin by developing a thorough understanding of the

organizational environment in which this position operates.

We will need to acquire the following information on such things as:

1. Company history and current ownership.

2. Size of the company.

3. Recent profit & loss history.

4. Broad corporate objectives including a vision statement if available.

5. Management Style.

6. Sales and distribution method.

(Direct, manufacturer's reps, distributors)

7. Opportunity for advancement.

8. Identification of peers and their responsibilities and responsibilities of the

direct supervisor.

B. Job Justification

This analysis will help both YC and MH Executive Search Group

to agree on the level, scope and the urgency of this position.

C. Job Description

A successful conclusion to the assignment, to a great extent, depends on a

clear and precise understanding of the duties of the YSA.    A thorough job

description will be developed from discussions with all involved parties,

including the immediate supervisor, his supervisor's manager and the

Human Resources Manager who can add a valuable perspective to this

document. Ideally each person involved in the hiring cycle should be given

an opportunity to offer his or her perspective. Any conflicting operational

responsibilities arising from these interviews will be discussed with the

hiring authorities who will make certain these conflicts are resolved.

D. Personality Profile

The ability of key employees to work cohesively as a unit makes this

profile as important as the position description. This analysis will provide

a thorough understanding of the optimum characteristics required in the

successful candidate. This profile will be discussed and will be written down

and sent for approval along with the Job Justification and Position Description.

E. Compensation

MH Executive Search Group will review the components of the proposed

compensation package for the position and will develop information on how it

generally compares to other, similar positions in the marketplace.

THE SEARCH PROGRAM

Part Two: IDENTIFICATION OF CANDIDATES

Research for qualified candidates on a MH Executive Search Group search is
a comprehensive program. With the knowledge gathered during Part One,
MH Executive Search Group will develop and implement a customized search
program to ensure that qualified candidates will be identified.
Some of the programs which may be used are:

A. Market Research

MH Executive Search Group will research and make contact with sources in
the occupational and industry sectors related to this position.  
Our researchers from the industry will generate leads of potential candidates
who may not be actively pursuing opportunities in the job market but who are qualified
and could be interested in, and challenged by,  the position within YC.

B. MH Executive Search Group Data Base

Candidates that match specific skill sets, such as type of industry in which

candidate is involved, experience, education, relocation preferences if any,

job positions and remuneration will also be considered from our data base made

up of candidates who have been referred to us as well as those whom we have

recruited for past search assignments.  

THE SEARCH PROGRAM

Part Three: QUALIFICATIONS, EVALUATION AND DECISION

A. Qualifications of Candidates

From the previous activities, a list of potential candidates will be

developed. MH Executive Search Group  will screen these potential candidates
to develop a list of viable candidates and qualify them against the job specification for

inclusion on a short list.  

A. 1.  Candidates on the short list will be re-qualified, education will be verified,
primary references will be checked, and candidate’s sincere interest in the position
will be determined. The candidate’s spouse will also be called to determine if she or he
is onboard with the possible employment change throughout the interview process.

B. Profile Presentations

MH Executive Search Group will supply YC with a complete profile on each
qualified candidate on MH Executive Search Group short list. This profile will include a)
an executive overview of the candidate, b) the candidate's resume,
c) at least 3 references, and d) confirmation of education degrees.

C. Decision and Spouse Involvement

The hiring authorities will decide which candidate is preferred to fill the

position and arrangements will be made for a second personal interview.

The candidate will be invited to bring his/her spouse to evaluate the area

and to meet YC managers and their spouses if appropriate.

E. Job Offer

The hiring authorities, with the guidance of MH Executive Search Group,

will structure an employment offer for the candidate of choice and the job offer

will be presented initially by MH Executive Search Group to the candidate.

F. Candidate Advisory

During the entire search, selection and hiring process, MH Executive Search Group

will keep all candidates advised on their progress and the final outcome of the program.

G. MH Executive Search Group recognizes that YC is an Equal Opportunity Employer
and will conduct this search in accordance with EEO regulations. 

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