Abeln, Magy, Underberg & Associates

• First, because we are a regional firm, the team members you meet are your search team who will do the work and complete the search. We interview our clients' senior management team, tour the client site, and develop position specifications that will enable the position to be filled with the candidate who not only has the background/experience but satisfies the cultural fit required to be successful long-term.
• Second, we do our own original research on each search to target appropriate networks, firms and associations to source candidates. We do not rely solely on a database of names.
• Third, we make every good faith effort to include a diverse pool of candidates in our search assignments.
• Fourth, we adhere to a Code of Ethics that represents and protects our clients' best interests, our candidates' confidentiality and our reputation.
• Fifth, we combine our technology, strategic affiliations, research experience, and tenacity of our search professionals to successfully complete the search assignment. Our presence is in the Twin Cities; our ability to recruit is international in scope.

Phase One: Orientation and Position Specification
Through an in-depth interview process, we develop a thorough understanding of the clients' corporate culture, the context of the position within the organization including peers, superiors and subordinates, and the goals and expectations of the position. This is summarized in a position specification for client review and approval.

Phase Two: Strategy Development and Research
A strategy is designed, combining the specific characteristics of each search with the appropriate methodology to access the most qualified candidates available from all possible sources. Implementation of the search is characterized by many hours of intensive networking and database research, complimented by our own network of professional sources, resulting in a pool of best available candidates.

Phase Three: Candidate Search and Screening
All potential candidates in the pool are contacted and screened for qualifications, interest and availability, and resumes are obtained from appropriate individuals. We continue to build the pool of potential candidates during this process. Development of the list of recommended candidates begins to emerge, and candidates are prioritized for presentation.

Phase Four: Presentation of Candidates
Confidential candidate summaries outlining the background and qualifications of recommended candidates are presented to the client. These candidates have been interviewed by our search consultant, with a focus on critical success factors and key competencies.

Phase Five: Client Interview and Selection
Interviews are scheduled to accommodate the clients' schedule; all logistical details are handled, and formal and informal reference checking is conducted along with verification of education.

Phase Six: Negotiation and Offer
Acting as an intermediary, our search consultant facilitates the offer and acceptance, between the client and candidate. Compensation and benefit issues, as well as relocation and other transition issues are resolved.

Phase Seven: Follow-Up
Our involvement continues after the candidate begins work, and throughout the following year. We meet periodically with the candidate and client to address any transition issues that might be obstacles to success, and maintain contact on an ongoing basis with both parties.

• Every search assignment is staffed by a team of professionals, typically including two search consultants supported by our in-house research staff. Each of our search consultants has in excess of twenty years of professional experience, and our research staff has an impressive depth and breadth of experience as well Our Team.
• Every search is initiated internally with a series of strategy meetings to determine the most effective way to locate, identify and screen candidates. We make efficient use of internal and external data bases, research tools, and various industry resources, in which we have invested, to build a pool of the best possible candidates for our clients' critical position.
• Throughout the search process, the team working collaboratively through our state-of-the-art search software, communicates in a seamless fashion. We then have the ability to quantify and report search progress to our clients at any time. Each member of the team can access all details, which allows our clients to receive up-to-date progress reports at any time from any team member.

• All candidates formally presented will be interviewed by our firm to the agreed upon position specifications, as approved by our clients, including education verification. Any exceptions will be conveyed to the client.
• No candidate will be presented without his/her full knowledge and approval.
• Our firm will not recruit from a client company or any of its subsidiaries for a period of at least one year from the end of the last completed assignment.
• Our firm will never actively recruit any candidate we have placed with a Client company for as long as the individual is employed there.
• Prospects and candidates will be informed continually of their status throughout the search.
• A client will never be identified to a source, prospect, candidate or any other outside interest unless and until authorized by our client company.
• Reference checking will not be conducted without the knowledge and signed consent of the candidate.
• Abeln, Magy, Underberg & Associates do not discriminate on the basis of race, religion, national origin, gender, sexual orientation or disability. We make every good faith effort to include a diverse pool of candidates in our search assignments.
• Candidates' confidentiality will be strictly protected at all times.