1. Fuqua Career Management Center July 28, 2016 The Inside Track on Leveraging Executive Recruiter Relationships

2. Please Mute your Mic on Entry Any questions? Feel free to text chat them in the chat box, or “raise your hand” if you have mic capability.

3. Facilitators Carlos Cata (’95), Managing Partner DHR International Callie Carroll (‘10), Managing Associate, Nonprofit Advisory Group Ryan Smith, Director Student & Alumni Career Services John Schultz (’07, HSM), Consultant, Spencer Stuart Fiona Behm Program Assistant Lisa Schwartz Program Director

4. DAVID LETTERMAN’S TOP 10 Statements Never to Make to an Executive Recruiter #10 Who is Heidrick & Struggles? #9 I live in Spartansburg, SC, and want to find a great role here (not willing to move). #8 I’ve been a top sales leader for 20 years and I’m ready to try a CFO role. #7 I’ve been working for IBM for 30 years, but I want to join a booming start-up. #6 I’m responsible for a $10B business at IBM, so I’m ready to be a CEO. #5 I’ve never had to look for a job, so I’m not accustomed to interviewing. #4 I’ve never had to put together a resume. #3 Oh, I neglected to list that company as I was only there for one year. #2 I’m looking because of differing opinions with my boss. #1 I don’t know how that degree/certification got listed on the resume you have.

5. Contingency vs. Retained Contingency -Only paid when a search is run and a candidate is placed -Broad range of positions: Entry to Executive level -Sends excessive resumes for each position -Wide amount of job opportunities Retained -Paid to run a search, whether candidates are placed or not -Narrow range: Director level and above, often C-Suite -Directly contact potential candidates; tend to be selective -Minute, focused candidate pool

6. Tips for Effective Interactions Executive Search is Fundamentally based on relationships No unsolicited CV's - do research to find a name relevant to specialty area. Brand Yourself on LinkedIn - Go to location for Executive Search Professionals. -Have one profile and build it out and make it robust. -Use Professional Picture; Companies check FB to as cross check When reaching out, be specific and send bullet points: Here's what I do, What I'm looking for, Companies I'm looking at, Compensation. Incorporate key value proposition in bullets with accomplishments. -Can elaborate with a resume. -Be Specific in description (looking for opportunity in chemical industry in UAE). -Connect the dots (chemical engineering expertise from matrixed global firm with high level of change management, merging of divisions, becoming lean). Generate Reciprocity Need to show value beyond degree alone (e.g., strategic insight, continual learning). Share a lead or information. Okay to reach out if you are employed. Update and reconnect when you move or advance.

7. Resources Alumni http://www.fuqua.duke.edu/alumni/work/job-search-resources/library-resources-work/ WP Students Canvas: FilesCanvas: Files> CMC Resources> CMC Resource Folder> Executive Recruiter InformationCMC ResourcesCMC Resource FolderExecutive Recruiter Information Sakai: Program Resources / CMC Resources / Executive Recruiter InformationProgram Resources CMC Resources

8. Q&A Any questions? Feel free to text chat them in the chat box, or “raise your hand” if you have mic capability.

9. For CMC inquiries: alumni-careers@fuqua.duke.edu Questions or Concerns?

10. September 2016 Alumni Webinar Join us on September 29 at 11am E.T. our next webinar : Making a Shift to Social Impact Careers