Gnodde Associates - Banking & Finance Recruiters

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General Items of Importance | Developing the Position Description | The Search Process

Gnodde Associates is an executive search consulting organization that specializes in the banking and financial services industry. We are dedicated to helping our clients find employees who will make a difference, not only to the bottom line, but also to the working environment of the organization.

Through the course of our careers in industry and search we have learned that the key to finding those employees who will make a difference is to match the requirements of the company with the talents and needs of the individual. The ideal fit is where both the individual and the company can, over the long term, meet each other's expectations. Prospective clients can learn a lot about how we operate and our focus on quality by reading the other sections of our website, particularly the About Us, and Working w/ Gnodde Associates sections.

General Items of Importance

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1.	Gnodde Associates is capable of conducting searches in any functional area except MIS. To prove the point, we have worked on assignments in the following areas: Asset Based Lending, Branch Administration, Capital Markets, Cash Management, Commercial Real Estate, Commercial Lending, Corporate Finance, Credit, Financial Planning and Controls, Human Resources, Loan Review, Private Banking, Trust and Syndications.

2.	Gnodde Associates maintains high performance computers and database software with which we can easily manage our current but steadily growing list of 18,000 professionals. The majority of them are in the Midwest, however, many are nationwide.

3.	On a typical search we may review from 75 to 200 profiles and will make as many contact calls as are necessary, often 50 or more. Regardless of how extensive our candidate list may be, we do additional research on each new search.

4.	Gnodde Associates carefully screens candidates before presenting them to our clients. Also, we give the candidates an accurate description of the position so that there will be no misunderstandings when interviews begin.

5.	Gnodde Associates belongs to the National Banking Network, the leading national association of independent banking recruiters. The NBN has a membership of 35 top caliber banking and financial services recruiting organizations spread throughout the United States. This enables the clients of Gnodde Associates to get the recruiting depth of a 35 office organization while interfacing with only one firm.

6.	Our standard fee ranges from 25%-30% of starting salary. Should we do a search for two or more people with the same background and in the same market, we sometimes structure a discount for additional people placed. We would expect to be paid our standard fee for any candidate hired within 24 months of the time we present them to your bank, provided that our having sent them is a contributing factor in the eventual hire.

7.	The Gnodde Associates guarantee provides that if our hire resigns or is terminated within the first 90 days we will make a best efforts attempt to find replacement candidates at no additional cost.

Developing the Position Description

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As we point out to candidates, timely and complete communication is the hallmark of our service and this begins when we take a job order. Prior to undertaking a search assignment we develop a clear understanding of the client company and the position. This is based upon meetings and or telephone conversations with the client and a review of available written information including job descriptions, annual reports, client marketing and product information, and organization charts, where available.

This understanding significantly enhances our ability to market the position properly and thus attract the most qualified candidates. Our review culminates in the development of a several page written Position Description, which becomes our search road map. Our Position Description provides us with the following:

1.	A detailed description of the position and its responsibilities, and the key elements to success.

2.	The desired background and personal characteristics of the successful candidate.

3.	The background of the hiring manager.

4.	An overview of the corporation.

5.	A description of the business unit in which the position is located.

6.	Career path opportunities.

7.	A description of the interview process and its estimated timing.

The Search Process

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Once our Position Description has been developed we begin sourcing candidates by accessing our data base, contacting our referral network and doing new research. After compiling a list of potential candidates to contact we undertake the following steps:

1.	We conduct telephone screens of candidates to determine their qualifications and level of interest. During this phase we also get referrals on other candidates. Depending on the search, we will usually screen from 25 to 75 candidates, and sometimes more.

2.	Where desirable or necessary we will personally interview candidates who pass the telephone screen.

3.	After a candidate passes our personal and / or telephone interviews we develop written information and present it to our client, along with the resume.

4.	We prepare candidates for the interview by providing complete information on the position, the firm, and the people.

5.	Reference checks can be done at this time or later in the search process. Because of our many contacts, frequently we go beyond the candidate's own references and speak to others who have knowledge of the candidate.

6.	We manage the interview process. As there are usually several rounds of interviews this is an ongoing process until an offer is extended.

7.	Where desired we assist the client with the formulation of an offer and negotiation with the candidate. At the very least we are there to reinforce the benefits of the offer and the new position.

8.	We assist the candidate in resigning from his/her existing employer and in dealing with potential or actual counteroffers.

9.	We provide follow-up with the new hire to make sure that the transition to the new company and position are going smoothly.

We also make it a point to understand our client's timing. Once we assess it, bearing in mind that it can change, our objective is to stay slightly ahead. We find the greatest client satisfaction occurs when we keep them moving forward productively. Whenever possible it is important to maintain momentum so as to keep the candidates focused and enthused.