Management Services is a contingent and retained recruiting firm established in 1974. We focus on the manufacturing sectors' need for middle to general management employees.
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We seek to develop long term, strategic alliances with growing manufacturers. Each successful placement that we make is another asset in our portfolio. By providing solid performers for our clients our success will grow with theirs.
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Our focus is to ensure that we fully understand the culture as well as the technical requirements for the position.
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We do extensive research to gain an understanding of the company’s technology and the position requirements before starting an assignment. This is especially important for technical searches. For example, we concluded a search recently for a company that produces precision lenses that are used in the manufacture of semiconductors. The client was very cooperative and one of their senior level scientists gave us a comprehensive physics lesson that was very instrumental in the success of the assignment. We very much welcome the opportunity and challenge of working in unusual technical environments.
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My firm focuses on manufacturing. We have handled assignments from staff, to General Management level. We have had assignments that cover the entire US. In the past year we have completed searches in California; Indiana; Pennsylvania; Southern Ohio and in NE Ohio.
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There have been 16 placements in the past year. |
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| (1) |
Chemical Industry – Operations Manager |
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| (2) |
Steel Foundry – Plant Superintendent and HR Manager |
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| (3) |
Tier 1 automotive injection molder - Plant Engineer & Manufacturing Manager |
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| (4) |
Engineered fasteners - HR Manager & Materials Manager |
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| (5) |
Decorative candles - Automation Engineer |
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| (6) |
Tier 1 wiring harness manufacturer - Purchasing Manager |
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| (7) |
Precision Optical Lens manufacturer - Quality Assurance Engineer, |
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Six Sigma Lean Engineer & Optical Engineer |
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| (8) |
Silicon vapor deposition reaction chambers - Operations Manager & HR Manager |
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| (9) |
Shape memory alloy materials manufacturer - Mechanical Engineer. |
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We find that we do the best job when we meet in person with the involved parties. In most cases, we try to meet with the hiring manager to develop an understanding of the requirements. Getting feedback from the client following the interview is very important as we need calibration. We also provide the client with feedback from the candidate after interviews and pass along any pertinent comments that may be constructive.
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Then we go to our candidate data base file. That seldom produces a viable candidate but is a source for networking referrals. Second, we go to our data bases and select companies that are in similar manufacturing environments. For instance, if we are looking for a Plant Manager who will oversee an electric motor facility, we cross reference the SIC code and contact Plant Managers at those companies.
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When making referrals, we always provide a resume and comments based on the interview we have with the candidate. In some cases, we may provide the resume to the client company prior to our interview with the candidate. Some client companies prefer this and will suggest specific areas to probe during the interview.
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When possible, we meet with the client candidate prior to referral. This is not always feasible as the client company may not wish to go to the expense of having us travel to meet with the candidate. In screening and evaluating, we start by giving the candidate a general outline of the job as we understand it. This gives the candidate an opportunity to tell us how he or she may be someone we will take to the next step. We ask the candidate to provide us with accomplishments. Generally, we will critique the interview with the client contact. If the position is not of a confidential nature, we will inform them who we represent. This eliminates surprises such as previous interviewing with the client or a lack of interest in the organization.
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