PROCESS SUMMARY

To insure the highest level of quality in each search, DK Search provides each client with a highly defined search process: Experience has shown that these processes will result in a timely conclusion to the search with a fully qualified candidate and a satisfied client. These processes include the following:

• Pre-Search Meeting:      Appropriate client managerial staff and DK Search attend this key meeting. A clear understanding of the client Company - its industry and competition, its background and growth, its organization and its people, its methods of operation, and the need for this unique position – will be developed by the parties.
  
  
• Document Creation:       The Recruiting Specification is developed prior to the pre-search meeting by DK Search, Inc. It is presented to the client for review and approval, and is used in each candidate interview as a guide and outline for discussion. The Specification covers such aspects as position requirements, reporting relationships, educational requirements, specific on-the-job experience and required length of such experience. Other skills such as analytical ability, language ability, human relations ability, the degree of adaptability to one or more national or regional mentalities, the ability to travel extensively, the energy level required. and other items are also covered on the Specification. Also, a remuneration range covering such items as base salary, bonuses, allowances and premiums, fringe benefits, and relocation allowance programs is developed. Using this as a starting point, the Position Profile and the Company Profile are developed with the client and include such information as purpose, scope, principle responsibilities, authority limitations, working relationships with other positions, performance standards, definitions of major priorities and the expected impact on cost and/or profits.
  
  
• Candidate Identification:       Assessment of a candidate is done by the consultant handling the assignment. Initial contact is made by telephone and the Recruiting Specification is provided to the candidate. Confidentiality is maintained. Once a positive interest is developed, the prospective candidate is pre-screened against the Profiles and, where appropriate, a personal interview is arranged. During the personal interview, candidates are carefully screened with personal or chemistry and cultural factors in mind. Only when it is certain that the candidate falls within the outlines of the Specifications and Profiles previously agreed to is the candidate submitted as a true prospect. While the perfect candidate is elusive, well qualified candidates, assessed in detail by an experienced, capable and dedicated consultant, and bolstered by references from industry contacts, can be presented to the client with a reasonable assurance that the match is excellent and in the best interests of both parties. All references are checked in-house by the consultant handling the assignment. Third party assessment is available to all clients through a relationship with Tracey Weiss Associates and may be used at the client’s request. Both references supplied by the candidate and other developed references are utilized to insure consistency and applicability.
  
  
• Post Placement Follow-Up:       It is difficult for us to directly measure candidate performance once he or she has settled into a new assignment. This is the provenance of the client. However, our policy of maintaining a close liaison with both the client and the placed individual on a continuing basis enables us to insure that each placement is working to the full satisfaction of all parties to the placement. This is achieved through periodic telephone discussions with the placed individual and with the hiring manager or human resources representative, as appropriate. In normal circumstances, this occurs during the first year on a formal basis at one, three, six and twelve month intervals, or on an informal basis, as might be required.

RECRUITING CYCLE TIME

All efforts are made to insure that a target date for placement falls within a 90 day range, or less. This takes into account such factors as research time, interview scheduling, client availability, candidate availability, numbers of candidates to be seen, and number of candidate visits, reflection time, and notice time. Of course, due to the fluctuating nature of these factors, an absolute time factor is impossible to predict. It is the desire of DK Search that if only minimal delays occur during the interviewing process; an assignment can be concluded within this shorter time frame.

COSTS AND SERVICES

So long as a fair and equitable return for quality service can be developed, we are fully prepared to establish new and/or creative fee/expense arrangements. We are not wedded to convention. Nonetheless, we believe a detailed review of expectations from both our client and our firm must be developed before realistic arrangements can be confirmed. We are willing to make suggestions, and to receive them.