The Process

1. Fee Structure
2. Types of positions we work on
3. Outline of the Search
4. Defining the Search Parameters
5. Recruitment process
6. Evaluating the Candidates
7. Coordinate the Appointment
8. Follow Up

Fee Structure

AE Riley conducts searches on either a Retained or Contingent basis.

Here is the difference!

On a retained search your company will save money because we realize that you are truly serious about hiring and we will not stop recruiting for you until we find the top talent that your company is looking to hire. Your company will also be provided with a 180 day replacement guarantee. That is double our contingent policy. Also in many cases we will work on a flat fee basis so no matter what the hired candidate’s first year salary is you will pay a flat rate. Our upfront retainer is 1/3 of the pre determined fee. The remainder is not due until your new employee starts.

On a contingent search we will charge you a percentage of the candidates first year salary this can typically range from 25% - 20% depending on the level of your search. Your company will be given a 90 day replacement guarantee in the event your new hire is not working out for any reason except lack of work.

Outline of the Search

The main determinant of success will be the organization of the search process. We will work side-by-side with our clients to set specific goals and expectations and develop operating guidelines. During the initial meeting with your 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.
• 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 Parameters

• Before we begin your search know that AE Riley operates on a national level so you can rest assured that we will not be lacking for a pool of talented individuals to search from.
• We are a client focused recruiting firm, we work with you – our clients – in developing a list of requirements. What qualifications does a prospective employee need to possess in order to contribute to the success of your company? How will their talents measure up against the competition? What personal and professional qualities do they need to possess in order to be suitable for a particular job position?
• Using proven recruiting methodologies with a focus on clients’ competitors and vertical industry peers, AE Riley is able to uncover the passive candidates most desirable in today's job market.
• After working on the requirements list with you – this is the point when the weeding out process begins, interviews will be conducted and final candidates will be screened.
• Lastly, all the other intricacies involved with the hiring process will also be taken care of for you.

The Candidates

A 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 boundries 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.
• Utilize the extensive networks and resources of our experienced Search consultants.
• Distribute a nationwide request for nominations and Referrals.
• Follow up with nominated candidates;
• Employ strategies that meet or exceed institutional affirmative action/equal opportunity expectations.

Select individuals throughout the United States will learn about your 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 Appointed 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 from AE Riley & Associates will

1. Check both business and personal references.
2. 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.
3. Assist the candidate with resignation letters and strategies.
4. Make sure we have a firm committed start date.
5. If necessary assist the candidate with relocation to include Realtor’s, Mortgage companies and moving companies.

After The Hire

1. Check the hired candidate in upon the start date.
2. Conduct follow up calls with both the candidate and your company to make sure things are going smoothly.