Kramer Exectutive Resources Inc.

In 1989, Alan L. Kramer established Kramer Executive Resources, Inc., an executive search and human resources consulting firm. As a certified public accountant and former human resources partner in one of the world’s leading accounting and professional services firms, he is well equipped to help companies identify and attract the best talent for both their current and future challenges.

We believe that leaders and managers at various levels should interview each potential new hire. This helps to ensure compatibility from day one of their employment, and increases the likelihood that the individual will be able to 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. A new hire’s immediate workload will be appropriate and adequately challenging, and future opportunities will be seen as well. The firm will benefit and enjoy the bottom line improvement achieved through reduced turnover expenses.

From the moment we receive a search assignment, Kramer Executive Resources works to get an in-depth view of their client’s organization and competitive environment. We have developed a proprietary four-step process designed to make each search effective and efficient.

Step 1: Understanding the Client

First, we meet with you and your team to get a clear picture of the organization, and environment, and the role of the new hire. We may suggest meeting with others who will interact directly with the candidate. We:

Tour the office and any other important locations if possible.
Review and audit any existing position description.
Review company plans regarding compensation, incentives, and benefits, and see compare to chief competitors.
Identify the most suitable candidates.

Step 2: Conducting the Search

Utilizing proprietary databases and our own network of contacts to surface potential candidates and referral sources, we:

Conduct database analyses of over 10,000 candidates.
Identify people not in our database, who could be either potential candidates or sources.
Conduct preliminary telephone interviews of qualified candidates, to make sure the person meets our criteria.
Hold personal, face-to-face interviews with vetted candidates .

Step 3: Proposing the Candidates

Before suggesting potential candidates for a position, we:

Review interview results with the entire team at Kramer
Select top candidates -- normally between four and six individuals—for interviews
Continue searching for other, qualified candidates to compare with top candidates. If appropriate, add or subtract.
Meet with you, and discuss your reaction to the candidates you have met.

Step 4: Closing the Deal

Before the search can be considered successful, we:

Conduct second round of interviews with top candidates.
Develop an offer to the candidate selected. Check references.
Finalize offer.

While each the time for each search varies based upon its complexity and market conditions, most searches can be completed within 90 days.

Once the candidate has accepted the offer, we continue to work with them through their resignation, transition, and initial period of time in this new position.