Alan L. Kramer, CPA, established Kramer Executive Resources, Inc. (KER) to assist management in bringing the best talent to their firms to meet their current and future challenges.

For more than twenty years in the accounting industry, he has matched professionals with positions. During that time, he has effectively identified needs and recruited people to fill them, from entry level through partner positions. He was frequently called upon by his firms' clients to recruit candidates for many of their own requirements.

Prior to forming KER, Alan Kramer was the National Human Resources Partner for Spicer & Oppenheim, at the time, the 12th largest CPA firm in the world. He was a past Chairman of the New York State Society of Certified Public Accountant's Annual Personnel Conference, as well as being an extremely active participant on many Human Resources Committees. He has conducted numerous seminars on effective recruiting techniques for in-house staff and clients. Before joining Spicer & Oppenheim, Kramer was both the Director of Recruitment and Human Resources Director for Deloitte, Touche & Co., and a Senior Audit Manager with KPMG Peat Marwick.

To serve his clients, Kramer has assembled a team of executive search professionals whose backgrounds complement his own. They research and identify superior talent in the rapidly changing employment marketplace. All have had broad experience working with accountants and financial managers, insuring that KER's candidates are technically competent and have superior communications skills.

KER'S Concept of Recruiting:

Every new hire must be part of an overall strategy for a firm's growth. This allows for selecting the best technically capable candidate who will be able to accept and perform larger responsibilities In the future.

Several levels of management should interview each probable new hire. This assures compatibility from day one of their employment as well as the likelihood that the candidate will perform in more than one area of a firm's operations.

The more comprehensively staffing needs are planned, the greater the productivity of each new hire will be. Their immediate workload will be appropriate and adequately challenging. The firm's benefit will be reflected in the bottom line through reduced turnover expenses.

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