1. In-depth review of the position opening to determine technical background and personal qualities of desirable candidates.

A. Identify companies most likely to have candidates and companies to avoid.

B. Set time frame from initial discussions to projected conclusion of search.

2. Prepare professional presentation to market position and S&A Customer to prospective candidates.

3. Preset dates and times to be set aside for interviews.

4. Research S&A's extensive database for qualified candidates that have withdrawn from consideration during previous similar searches.

5. Assign a full-time researcher to generate contact information and basic profiles of qualified candidates from multiple external sources: WWW, database resources, etc. All potential candidates will be extensively screened by an S&A search consultant prior to presentation for consideration.

6. Contact our "network" of clients and candidates to make recommendations. In many cases we can pre-reference candidates to gain insight in how to motivate them to seriously consider a change.

7. Contact viable candidates to determine suitability and interest in opening. Arrange confidential personal interviews with our search consultants prior to exposure to our corporate clients.

8. Advertise in local and trade publications and WWW to supplement recruiting and develop additional leads. This is done on a continuing basis primarily for market identification. Openings are usually not filled by advertising but through position searches.

9. Arrange confidential first interviews. (Clustering of interviews is recommended.)

10. Prompt feedback from client and applicant is obtained. Interest level is determined. Reasons pro and con are clarified to determine validity. Questions and points for future discussion/clarification from both S&A Customer and candidate are established. If no interest, tactfully notify eliminated candidate to insure S&A Customer professional standards in marketplace.

11. Arrange for final interviews with best qualified candidates.

12. Perform " three level" reference checks: subordinates, peers and supervisors.

13. Review counteroffer attitudes with potential hires prior to S&A Customer offer.

14. Present offer and/or advise S&A Customer on timing and content of an offer that will be acceptable to candidate.

15. Work with S&A Customer to integrate new employee into client's environment.