1. QUALIFICATION PROPOSALff ae
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2. Aesa Staffing Overview
The goal of Aesa Staffing is to provide our clients with high quality contract staffing support and to execute mid-level contingency searches.
Aesa Staffing is an affiliate of Grisham & Prout, a retained executive search firm, comprised of consultants from two of the premier search firms in the world.
Aesa Staffing is 100% women-owned and operated.
Prior to the start of Aesa Staffing, Kristine Grisham a Principal of Grisham & Prout was also an Executive Recruiter for PeopleSoft and an Associate for Korn/Ferry International.

3. The Last Mile Foundation
The philosophy of the founders of Aesa Staffing is not only to provide excellent recruiting services, but also to give back to the community. In that light, they support “The Last Mile Foundation.”
The Last Mile Foundation was established to help African American students with average grades complete their requirements for admission into a college or university.
The primary focus of the foundation will be to help students who have already raised 80% to 90% of their college costs, but have exhausted all available sources of funding, to complete their financial needs.
The foundation grants $1,000 to $2,000 monetary scholarships and/or scholarships for books and fees to help students reach the “last mile.” To this end, Aesa Staffing donates a portion of its revenue to the foundation.

4. The Contingency Search Process
Understanding Your Organization
Aesa Staffing will become as knowledgeable as possible about your organization to effectively represent you in a contingency search. During an initial meeting, we will review your position description, discuss your corporate culture and learn about the personal characteristics and the qualifications that you are seeking. We will also gain an understanding of the key responsibilities and the compensation parameters and agree upon a target list to recruit desirable candidates.
Identifying Candidates and Scheduling Candidate Interviews
We will generate candidates from our existing database and other sources and will use focused research to find individuals in targeted organizations. We will contact qualified candidates to determine a fit and we will obtain referrals from individuals to expand our search.
We will only submit candidates to you that have been pre-qualified and interviewed by Aesa Staffing. We will work with you to schedule interviews between your team and any of our candidates that you select. After the interview process, we will follow up with you and your team and the candidates to discuss the interview and to determine next steps and to address any concerns.

5. The Contingency Search Process (cont.)
Reference Checks
After you have selected a finalist candidate, we will conduct reference checks with discretion. We will contact the candidates past and present associates to get a better understanding of their strengths and weaknesses and provide you with a report.
Facilitate Offer Negotiation
Once a candidate has been selected, we will work with you to present the approved offer to the candidate. We will serve as an intermediary for all compensation negotiations, determine a start date for the candidate and assist with any relocation issues.
Follow Up
Between 30 and 60 days after placement, we will speak with the candidate and his/ her manager. We will continue to maintain contact and also provide feedback to the client and the candidate.

6. The Contract Staffing Process
Contract staffing is a way to manage staffing requirements at peak business times.
Aesa Staffing will provide you with skilled professionals to meet your hiring needs. We specialize in developing and maintaining a pool of qualified candidates who have been thoroughly screened.
We eliminate the task of sourcing, interviewing, and screening candidates by providing you with a temporary worker who has the skills you desire and who is ready to perform.
Aesa Staffing will serve as the single point of contact for your contract and temporary workforce - providing all payroll services for your contract and temporary workforce, as well as offering a comprehensive health benefits package.

7. The Client’s Role
The search process will be successful based on the level of support provided by the client. Aesa Staffing’s Consultants are not a substitute for the internal recruiting process. We will work closely with internal recruiting staff, and the hiring managers. There are several additional responsibilities that the client should undertake to ensure that the search process runs smoothly and the best candidates are considered. These include:
Authorizing Aesa Staffing to conduct a search and keeping the internal recruiting staff informed of the contingency contract.
Informing us immediately about all matters to the search of confidentiality.
Providing timely feedback to the search team regarding the candidates presented by Aesa Staffing.
Sharing information with Aesa Staffing regarding candidates that you have already identified and interviewed through other recruiting efforts.
Scheduling interviews promptly with promising candidates and providing feedback as soon as possible after the interviews.

8. Kristine Grisham
Prior to joining Grisham & Prout, Kristine was an Executive Recruiter for PeopleSoft. She focused on building solid relationships with Hiring Managers and selecting and recruiting quality candidates for PeopleSoft, particularly focusing on its Human Resources, Legal and Facilities departments. Kristine was also selected to help establish PeopleSoft’s first Executive Search function.
Prior to joining PeopleSoft, Kristine was an Associate with Korn/Ferry International. She supported various partners, focusing on Financial Services and Technology related searches. Earlier in her career, Kristine was a Vice President for Junior Achievement of the Bay Area, the nation’s oldest educational non-profit organization. She led the effort and managed the process of bringing Junior Achievement programs to 100% of the children in the Oakland Unified School District, in grades K-8. During her tenure at Junior Achievement, Kristine managed a Board of Directors and raised money to support the project.
Kristine has served on the Alumni Board for Holy Names High School, one of the Bay Area's oldest, all-girl's Catholic High Schools. She has also served on the board of Wardrobe for Opportunity, an organization dedicated to helping women transition from welfare to work.
Kristine holds a B.A. in Political Science from the University of California at Santa Barbara and a Masters of Public Administration from the University of San Francisco.