Career College
Management
Recruiters
David S. Shefrin and Associates
14301 N. 87th St., Suite 215
Scottsdale, AZ 85260
Phone (480) 556-0631 ext. 209
Scott A. Heroldt – Account Executive
scotth@dshefrin.com
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Introduction
“Talent is the true source of excellence in any endeavor.
It is the only resource known to mankind that can
facilitate the accomplishment of any goal. With enough
talent, any record can be broken, any barrier can be
shattered, and any vision achieved, but talent contains
a powerful enigma. It is everywhere, yet there is never
enough of it. As more talent is acquired, more is needed
to take advantage of the opportunities that are created
by talented people. The “talent lifecycle” defines this
paradox and establishes a blueprint for growth in
organizations and individuals.”
Scott Heroldt 2002
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Our Company Values
David Shefrin and Associates believes in:
• Developing long term Relationships
• Unlimited Employee Opportunities and Rewards
Based on Performance
• Integrity, Diversity and Loyalty
• Not wasting time
• Providing your organization with Top Talent
• Growth and Profit
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David Shefrin and Associates generates opportunities for others to
maximize their career paths and aid in personal and spiritual growth. At
the same time we fulfill the needs of our client’s who are not receiving the
results they seek from other sources. That is why we are different from
our competitors. David Shefrin and Associates truly appreciates your
business and we are excited to be a part of your growth-oriented formula
for success.
David Shefrin and Associates welcomes any client feedback about our
services. Though we strive everyday for perfection, it would be unrealistic
to say, “We are perfect.” Please submit any comments or ideas to
scotth@dshefrin.com or Call (480) 556 – 0631 ext: 209
Index
1. Why work with a Search firm
2.Fee Structure
3. Outline of the Search
4.Position Description
5.Recruitment process
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6.Evaluating the Candidates
7.Coordinate the Appointment
8.Follow Up
Why Use a Specialized Firm
Have you ever considered hiring a law firm for a very
specific and important legal matter facing your Institution
that does not specialize in the area of law that you are
dealing with? The same holds true when you are faced with
an important position that needs to be filled and only a top
performer will do. At David Shefrin and Associates we
know how important and challenging finding the right
talent for a key position can be.
When we accept you as a client you will receive 100% of
all our resources and effort, allowing your Institution the
peace of mind knowing that you are in the best hands. We
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guarantee that we will provide you with only top talent,
talent that typically does not respond to on-line or print ads.
In the pages that follow you will be walked through the
whole process step by step. We look forward to earning
your confidence and business as your recruiting search
partner.
Fee Structure
David Shefrin and Associates conducts searches on a Contingent
basis as opposed to Retained where you have money invested
before results are achieved. We are not here to tie your hands. We
are here to produce results. However we will ask you for an
exclusive ranging from 15 to 30 days depending on the difficulty
and priority of the search. This will allow us to make sure that the
search does not get tainted by less experienced recruiters that may
turn off a potentially qualified and interested candidate.
The search fee percentage will be based on the conversation with
you regarding the salary range and level of difficulty for the
position that your Institution is looking to fill.
Our Contingent fee works as follows.
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After a search fee percentage is determined and guidelines are set
our fee is earned and payable only if your institution hires a
candidate that was presented by our firm and hired by you directly
from our search efforts.
Outline of the Search
The main determinant of success will be the organization of
the search process. David Shefrin & Associates will work
side-by-side with the client to set specific goals and
expectations and develop operating guidelines. During the
initial meeting with the search committee our consultant will:
• Assist in structuring the overall process.
• Advise the search committee regarding its duties
and our expectations of you.
• Negotiate timelines and ground rules that must be
followed.
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• Draft correspondence as needed for all phases of
the search.
• Maintain and control search records, including
candidate credentials.
• Most importantly make sure that the search is
always moving forward. “Time kills all Deals.”
The Position Description
Before we begin a search we will conduct a pre-search study
in which an Account Executive spends extensive time
researching the distinctive history, culture, strengths, and
challenges of your institution. This pre-search study may
even be conducted on campus if necessary. We will listen
carefully to all key decision makers that you would like us to
speak with, including trustees, faculty, staff and alumni.
Our Account Executive will work with your search committee
to develop a distinct position profile or Job Description that
includes:
• Highlighting your institution’s distinctive strengths;
• An analysis of the opportunities and priorities facing not
only the institution but also the presumptive hire.
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• A description of the specific key attributes and
leadership characteristics that the qualified candidates
must have.
The search profile is a critical tool in the generation of
candidates through individual recruitment, national
distribution, and select website postings.
The Candidates
The third and very crucial step is to build a qualified pool of top talent
for your specific search, identifying only the candidates that have the
preferred qualifications for the position. Our boundaries have no limits
to ensure that we find the absolute very best candidates, locally and
nationally. We encourage and persuade passive individuals who have
not been considering a career move to enter the candidate pool. We
will utilize our extensive networks to identify a broad and diverse
group of candidates with the desired attributes and experience. Here
is what you can expect:
• Direct “Cold Calling” to recruit highly qualified candidates that
do not respond to online or print advertising.
• Utilizing the extensive networks and resources of our
experienced Search consultants.
• Distributing a nationwide request for qualified candidates and
Referrals.
• Following up with qualified candidates.
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• Employing strategies that meet or exceed institutional
affirmative action and equal opportunity expectations.
Select individuals throughout the United States will learn about your
University or College through this search by viewing the position
profile, developing their candidacies, and providing their professional
references. We treat these candidates with the utmost courtesy,
respect and confidentiality, building goodwill and professional regard
for your institution.
The Selected Candidate
At this stage we have provided your Institution with qualified candidates and
you have made your selection. Now we will work with you to make sure not
only that the potential hire accepts, but also there are no misrepresentations.
Your account executive will:
1. Check both business and personal references.
2. Conduct a background check.
3. Work with you and the candidate on putting together an acceptable
compensation package, including salary, bonus, vacation time and all
other relevant monetary and non-monetary factors to ensure the
candidate and your institution are both completely satisfied.
4. Assist the candidate with resignation letters and strategies.
5. Make sure we have a firm committed start date.
6. If necessary provide the candidate with information for relocation to
include realtors, mortgage companies and moving companies.
After The Hire
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1. Ensure the selected candidate has started as scheduled.
2. Conduct follow-up calls with both the selected candidate and your
Institution once a week for the first 30 days, and then every 30 days
thereafter for the first year to make sure things are going as
expected.
Recent Placements
Executive Director – Education Affiliates
Dean of Business – North central University
Corporate Director Operations (Online) - Strayer
VP of Human Resources – Lincoln Technical
VP Sales/Admissions – Full Sail / LA Film School
Regional Director of Operations – Vatterott
Dean of Academics (Online) – Stratford University
Corporate VP of Financial Aid – Berkeley College
VP Academic Affairs – Argosy University
Campus President – Prospect Education
VP/Chief Academic Officer - Heald Colleges
Corporate Director of Compliance & Accreditation – UTI
COO (Regional VP) – Denver School of Nursing
DOE – Education Affiliates
DOA – Academy of Healthcare Professions
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Director of Licensing & Accreditation - UTI
Corporate VP Distance Learning (Online) – Argosy University
We look forward to building a prosperous and long-term relationship with your
Institution. For a fee schedule, or to start a new search, please contact:
Scott Heroldt – Executive Recruiter at 480-556-0631 ext 209
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