Tuesday, December 22, 2009

Plant Manager - Akron, Ohio plant of Indianapolis headquartered manufacturer

An Indianapolis headquartered manufacturer is looking for a Plant Manager for its Akron, Ohio area plant.

Plant Manager

Transportation Product Manufacturer

Akron, Ohio area


REPORTS TO: Vice President of Operations- Indianapolis

We are looking for a hands-on manager for a production facility specializing in very large tarp products. This is a working supervisor role where you will be working with various heatsealers and hot-weld sealing machines, and supervising the overall manufacture of tarp products. We are looking for someone to improve product quality, ensure workplace efficiency and safety and to work as a true leader. These are heavy products, so being able to regularly lift 50 pounds is a must, as is the ability to drive a forklift to move the finished product. 

The qualifications we are seeking include: 
Direct team leadership/supervision in a production environment. 
Ideally, we are looking for someone with heatsealers or other hot weld/weld sealing equipment. 
An ability to regularly lift 50lbs or more. 
Experience and the ability to drive/run a forklift. 
Spanish Speaking ability is desired and would be highly desired. 


Responsible for plant operation and maintenance. Establish plant policies and procedures. 
Responsible for plant production goals. Establish and maintain community relations. Foster a well-trained and motivated staff.


Direct and coordinate plant operations within company policies and procedures.

Maintain a clean and safe plant.

Establish and direct plant policies and procedures.

Responsible for plant production goals.

Establish and maintain a positive community relationship.

Foster a well-trained and motivated staff.

Confer with department heads to ensure coordination of purchasing, production, and shipping.

Responsible for establishing all shift production schedules.

Select and train plant supervisory and administrative staff.

Conduct employee performance reviews.

Schedule and conduct plant meetings.

Responsible for the product quality control for the plant.

Attend scheduled corporate training and meetings.

Other duties as assigned.


Basic reading, writing, and arithmetic skills required. This is normally acquired through a high school diploma or equivalent.

Direction of plant operations and community relations requires significant manufacturing knowledge as well as advanced interpersonal and supervisory skills. This is normally acquired by seven to ten years of manufacturing experience that includes supervisory responsibility.


Working conditions are normal for a manufacturing environment. Work may involve lifting of materials and product up to 30 pounds. Working in this environment requires the use of safety equipment to include but not limited to; eye safety glasses, hearing protectors, work boots, and hardhats. Loose fitting clothes and jewelry are not permitted.


Base salary and performance bonus commensurate with experience. Full benefits package includes Major Medical, Life, Dental, and 401K with matching.


Since 1990, company sales have grown by over 500%. This growth is due to a renewed focus on market opportunities and continued development of innovative products. The company holds many patents and 13 trademarks on its products in the US and five in Canada. In January 2005, the company opened a new, state-of-the-art headquarters and manufacturing facility in Indianapolis.

As the company manages and prepares for continued growth, the organization is adding several new positions and planning to develop and implement new manufacturing systems. While continuing to be the leader in custom, value-added products, the company intends to implement lean manufacturing systems throughout its operation to maximize efficiency and throughput. At the same time, the company will double its Engineering staff from four to eight.

Monday, November 2, 2009

Chief Executive Officer - Financial Services - Indianapolis

An award winning Indianapolis headquartered financial services company has an excellent opportunity for a motivational leader with a high degree of integrity for its new President, Chief Executive Officer. The successful candidate will provide leadership and direction toward the organization's mission, philosophy and achievement of strategic goals.

This is a unique opportunity to work with a seasoned, highly talented employee base that thrives on collaboration and commitment. Specific responsibilities will include strategic planning, lending, operations, new product development and financial management activities. Ideal candidates will possess a solid understanding of financial services operations, policies and regulations and have the ability to work with a collaborative Board of Directors in the execution of strategic initiatives.

Major Functions/Accountabilities Include:

§ Demonstrated strategic leadership ability with strong problem-solving skills

§ Visionary and professional individual with the ability to grow the organization

§ Proven experience in business development and community involvement

§ Creative and innovative thinker with excellent oral/ written communication skills

Candidates must have demonstrated experience leading a seasoned executive team. Experience in executive level leadership with financial services companies with $500 million to $1 billion in assets and from 100 to 250 employees is strongly desired. Strongly prefer candidates with central Indiana marketplace familiarity and experience, especially retail banking, credit union, or other retail financial services executive leadership in the Indianapolis metropolitan area. An Equal Opportunity Employer (EOE).

For more information, please contact Steven Fero, CPC at srfero@csgsearch.com or (317) 466-9740 x13.

Career Solutions Group Inc. has been a retained Indianapolis search firm and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, and executive recruiting primarily to Indiana headquartered companies with up to 500 employees.

Thursday, October 22, 2009

Park 100 plant is now hiring for 11 posistions.

The Park 100 plant is now hiring for 11 positions in their company.  This company is a leader in the production and the distribution of no calorie sweetener products to retail and food service markets.  Products include branded and private label table-top sweeteners for hot and cold beverages and granular tabletop sweetener for baking in a variety of sizes and packages. The twelve position are permanent placement and those positions are:

Machine Operator                        

For more information click on the position that you are interested in and if you want to contact us you can reach us via phone or email.

Steven R. Fero, CPC
Career Solutions Group, Inc.
55 Monument Circle, Ste. 1000
Indianapolis, IN  46204
(317) 466-9740 ext. 13

John Wolfe, Research Associate
Career Solutions Group, Inc.
55 Monument Circle, Ste. 1000
Indianapolis, IN  46204
(317) 466-9740 ext. 20

Wednesday, September 30, 2009

How do you find an executive recruiting firm?

The origin of most of the client companies of Career Solutions Group can be traced a recommendation or a referral, usually from another client company.  When I have thought about how executives in companies engage executive recruiting consultants or select an Indianapolis executive recruiter, it always seems most likely that is a word-of-mouth process, validated by a network of business references.

But, might some companies or executives do some raw research first like Googling to see what firms come up?  They could start by searching for keywords like: 

executive recruiting indianapolis

executive recruitment firm indianapolis

executive search indianapolis

indianapolis recruiting firms

Many of the executives that have hired our firm in the past are late-comers to the technology revolution.  Sure they are smart people and have become IT savvy, but they're not early adapters.  I'm not sure that they think "search the web" before they think "call a friend".  But, that's what we're trying to discover through our blogging service with Compendium Blogware.

When I Google some of these keywords, there are lots of individual recruiter profiles, human resource job postings, a couple competing firms, and here are some interesting things that I found:

Find Executive Search
This site lists Career Solutions Group with about ten other Indianapolis area firms.  But, it "features" a firm in Austin, Texas.  Honestly, I know nothing about this site or who they are.

This site also lists our firm, but again I've never heard of the site.  Apparently, it's some sort of Indianapolis search engine.


This site comes up but you've got to register to see any information.  I'm not going through that and don't think a potential client would either.

Over the next few weeks, we'll continue our search of executive search keywords on the web to try to discover what content our current and prospective clients might search for.

CEO, Investment & Insurance Division - Indianapolis

                             INVESTMENT & INSURANCE DIVISION
GRADE:              X
FLSA:           EXEMPT

The primary purpose of this position is to fulfill our Member’s First Pledge of Valued relationships, Trusted Solutions.  One of the primary means to achieve this end is to develop a highly effective team of employees and developing each employee to their highest potential through coaching and leadership.  Is responsible for ensuring that outstanding service is delivered to both internal and external members.  A key component of this service to external members is to ensure each employee identifies members’ financial needs and suggests appropriate Company solutions.

Provides overall leadership, vision, and cohesiveness for the Company investment services, insurance services, and other DIVISION programs. Utilizing a thorough understanding of the financial services and insurance industry and its future trends, works to achieve financial soundness, competitive products, and customer satisfaction.  Directs the development, implementation, marketing and administration of key services and strategies, effective and efficient processes, technological solutions, and staff development.  Empowered to act as the Director of the Investment Service and Insurance Services channel for Company and to manage all strategic and operational aspects of the business.  Coordinates the cooperative effort with the Company CEO to maximize member referrals.

•    Develop each employee to their highest potential by identifying their areas for improvement and appropriately coaching, training or correcting the employees’ performance.
•    Recognize employees who perform at a high level.
•    Hold employees accountable for their performance, attitude and behavior.
•    Meet with each employee monthly to review previous month’s performance, set goals for upcoming month’s performance and develop plans to improve employee’s performance.
•    Responsible for exceptional member service to every member, every time by ensuring employees deliver consistently high quality service to both internal and external member that is in alignment with our Service Promises.
1.    I promise to make it easy to do business with us.
2.    I promise to treat you as an honored guest
3.    I promise to take ownership of your request
4.    I promise to maintain the privacy of your account information
5.    I promise to respond to your requests in a timely manner.
6.    I promise to identify your needs and suggest a solution that will improve your financial life.
7.    I promise to show my appreciation for allowing me to serve you.
•    Ensure that the organization meets sales and service goals as established by the Company.
•    Demonstrate enthusiastic support of corporate mission, core values and long term objectives.  Performs job duties within our bylaws, regulations, Board of Directors policies, established internal and external service standards and our work procedures.
•    Train and supervise staff. Assign, direct, coordinate and review work performed by staff.

Leads and is a key participant in defining vision and direction for the investment services, insurance services and other DIVISION services offerings.  This includes strategic business planning, products and services, investments, technology, and pricing.  Provides the analytical and financial expertise to enable the team to define and assess issues successfully.  Researches and monitors financial market and industry trends.  Collaborates with the senior management team of the Company in communicating the vision, strategy, and objectives of the investment and insurance services channel through all levels of the organization.

Drives the development of effective business policies that are in accordance with government regulations.  These include the key areas of financial, insurance and other DIVISION approved products.  Using a solid understanding of these key areas manages and directs the implementation of policies and procedures.

Provides the Board of Directors with financial results, targets, key performance factors, and analyses of critical issues.  Proactively tracks business situations to alert the Board to potential areas of concern and to potential changes from intended business results.

Develops and manages business plans and annual budgets for the investment services, insurance services and other DIVISION services.  Ensures that pricing and expenses are consistent with business financial goals.  Analyzes new product and service opportunities and participates in decisions regarding their implementation.  Ensures that product and service strategies are consistent with the organization's business direction.

Ensures effective and efficient business procedures and processes.  This includes the development and administration of systems and data bases.  Directs compliance with federal and state regulations, insurance underwriters, and REGULATORY AGENCY guidelines.  Promotes total quality as an integral part of all processes within the company's office.   Leads efforts in continuous process improvements.  Ensures the effectiveness of business controls through review, analysis, and verification.  Has overall ownership for smooth operation of business services provided to customers.

Creates and maintains an environment where high morale, cooperation, employee self-motivation, and professionalism may be achieved; maintains staff focus on quality and customer satisfaction; ensures customer awareness of products through education/member seminars, advertising/marketing materials, and promotional programs.

Fully responsible for all aspects of the performance of the directly reporting team and each of its members.  Recruits, selects, trains, appraises performance, and administers salaries of reporting employees; determines assignments and changes employee status in accordance with company policy and in order to maximize short and long term results.  Ensures that company staff has current position descriptions and are given frequent feedback and coaching on their performance, as well as timely performance evaluations.

Manages the interactions with all regulators and examiners – both internal and external – in conjunction with the investment services, insurance services and other DIVISION services offerings to members.

Defines and drives the implementation of major initiatives on a collaborative basis with the management team. Also includes new concepts and solutions, such as products and services, technology, etc.

The above statements are intended to describe the general nature and level of work being performed by incumbents.  They are not intended to be an exhaustive list of all responsibilities, duties, and skills required by all incumbents.  Incumbents may perform other duties as assigned.


The CEO works under the general supervision of the DIVISION Board of Directors. All duties must be performed under the DIVISION bylaws, appropriate regulations, state and federal law.

The CEO provides direct supervision over staff directly assigned to the company’s investment and insurance services and any future services that may be provided by the company’s Company Service Organization (DIVISION).

o    Minimum of a bachelors degree in Business Administration or have equivalent experience
o    Broad and complete knowledge of insurance, investing and financial planning experience
o    Company, financial services organization and financial institution experience
o    Licensed in one or more of the following:  NASD Series: 6, 7, 24, 63, 65;
o    State of Indiana Insurance License: life, health, property and casualty.
o    Must be able to interact effectively with employees, members and officials with tact and diplomacy; should be able to communicate well in writing and verbally; must have the quality of engendering enthusiasm, confidence and loyalty of staff and confidence and respect of officials and members.


The work requires physical mobility within the work area and travel locally and infrequently to other areas within the United States.  Because of the wide scope of responsibilities, position is subject to occasional high mental and physical stress.  Work is performed in an office or meeting room environment but requires frequent hands-on involvement throughout the entire Company.

August 2009

Career Solutions Group Inc. has been a retained Indianapolis search firm and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, and executive recruiting primarily to Indiana headquartered companies with up to 500 employees.

Portfolio Manager, Boutique Wealth Mgmt Firm - Indianapolis

General Position Summary:
This individual will be an experienced investment portfolio manager with a minimum of 10 years of industry experience.  This individual will be a team member in the Investment Management Services group of the company.


Client consultative experience is required.  This person should have extensive portfolio management and research experience.  This person must be comfortable with and support investment diversification, use of mutual funds and equities, and an aversion to market timing strategies.  Someone having strong experience in equities would be a plus, as would knowledge of alternative investments such as derivatives, hedge funds, or private equity.

Position Responsibilities:
This individual will actively manage client investment portfolios based upon each client’s approved investment plan.  Meeting with clients on at least a quarterly basis, this Portfolio Manager will develop unique investment plans that are specific to each client utilizing the Investment Management Service.  As a member of the investment management team, this person will actively participate in investment research and selection for the company’s client portfolios.  

On at least a quarterly basis, Portfolio Managers will meet with investment management clients to discuss, review, and critique client investment plans.  Additionally, this person will participate as a part of the investment management team with two other Portfolio Managers and other support personnel.  

Working with the financial planning staff on client accounts, involvement in marketing the investment management services of the company, and pursuing new client relationships directly will be part of this person’s responsibilities.  There will be no requirement that this person transfer business or accounts from a previous employer.  However, special consideration may be given to candidates who could bring a portfolio of clients with them to the company. Business development activities could be a long-term responsibility for this person.


Career Solutions Group Inc. has been a retained Indianapolis search firm and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, and executive recruiting primarily to Indiana headquartered companies with up to 500 employees.


•Minimum of 10 years of active investment portfolio management experience is preferred.  Consideration will be given to appropriately experienced candidates with less experience.

•Must have strong written and verbal communications skills, as well as, computer skills with MS Office products.

•A strong preference will be given to candidates with a CFA designation or advanced degree with specialization in investment management.

•A documented track record of successful investment selection should be available for review or discussion.

Monday, September 14, 2009

Banking Center Manager position - High Deposit Branch - Indianapolis

We are looking for a very experienced Banking Center Manager to lead a high deposit branch (need experience with at least a $25+ million deposit branch).  Managers who have a reputation for providing high level customer service and going the extra mile for clients are the best fits for this position and with this bank.  Service is far more important to this bank than sales.

The following is a very basic job description.  Please email (srfero@csgsearch.com) or call (317-466-9740) if you have questions or interest in this position:

Career Solutions Group Inc. has been a retained Indianapolis search frim and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, and executive recruiting primarily to Indiana headquartered companies with up to 500 employees.

Board Member - Medical Device Manufacturer

We are looking for a board member for a $450 million medical device manufacturer who would be able to attend four, half-day board meetings a year and participate in most of the monthly operational calls, which typically last 45 minutes.  

An ideal board member would have strengths in sales and marketing selling technical / high performance products to large OEMs.  

Could also have worked in a CEO/ GM/ consulting capacity where they helped develop and execute a growth strategy.  

Experience in manufacturing or industrial products a must, with a background in medical sales and/or regulated industries highly desirable.  

The position pay $2,500 per quarterly meeting plus all travel expenses to and from board meetings.

If you are interested in this opportunity and have executive level medical device manufacturer leadership experience, please email (srfero@csgsearch.com) or call (317-466-9740) Steve Fero for more information or to submit a resume or bio.

Career Solutions Group Inc. has been a retained Indianapolis search frim and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, and executive recruiting primarily to Indiana headquartered companieswith up to 500 employees.

Electronic Banking Specialist position - Indianapolis

We are initiating a search for a long-time, locally headquartered, retained client who has created a new position for an additional Electronic Banking Specialist.  The position requires basic knowledge of online banking processes and mandatory experience with consumer customer service / IT technical support with the public.  The job description is below:

Please email a resume (srfero@csgsearch.com) if you have an interest in this position.

Career Solutions Group Inc. has been a retained Indianapolis search firm and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, multi-service recruiting firm, Indianapolis recruiter, and executive recruiting primarily to Indiana headquartered companieswith up to 500 employees.

Corporate Accounting Clerk - Downtown Indianapolis

This is a permanent position.  We are looking for an experienced Accounting Clerk who has worked in the Corporate Accounting Department of an Indianapolis headquartered large private corporation or public company.  This company has a double digit growth rate and very low turnover.  The job description is below:

Rather than taking a national executive recruiter or national excutive headhunter or national executive search recruiter approach to filling this position, we are focused on recruiting and career placement Indianapolis downtown so no relocation or change in commute will occur. Career Solutions Group Inc. has been a retained Indianapolis search firm and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, and executive recruiting primarily to Indiana headquartered companies with up to 500 employees.  If you have interest in his position, please send a resume to srfero@csgsearch.com.

IBJ - Economy Pushes Execs Into Small Firms

hile I was on summer family vacation on beautiful Crystal Lake, Michigan, I received a phone call from Barabara Quandt, Indiana State Director of the NFIB, asking if I would speak with Peter Schnitzler of the Indianapolis Business Journal about a story he was working on.

In speaking with Peter, I discovered that he was focused on a topic that is extremely important to the health of the Indiana economy and especially growth segments in the Indianapolis area like Life Sciences and medical device promoted by Biocrossroads.  Schnitzler's story focused on large corporate executives' migration to small and medium sized, locally headquartered companies.  While this is a primary focus for Career Solutions Group, it is also a key to the successful growth of new companies and industries in the Indianapolis area.  Key talent that is being downsized by localy Fortune 1000 companies must find job opportunities locally or they will have to relocate to other areas of the company.  The recession has provide a unique opportunity for smaller companies to attract high level talent that they normally could not attract.  But, "talent upgrading" as I call it also presents difficult challenges for small organizations who try to integrate managers used to a large corporate infrastructure.

One element of Schnitzler's article actually says the opposite of what I tried to convey to him.  He says that I joked about placing executives who didn't know what to do once they were on board.  I can say that I've never placed anyone at a small company who wasn't well counselled about the dramatic change in environment that they were entering.  It's one of the main reasons why our firm has been so successful in helping small, growing companies hire large corporate talent for the long term. 

This topic is very important for local business leaders to read about.  There is a stigma, especially in the private equity and venture capital community, about large corporate executives being able to make a successful transition to a smaller, high growth company.  It is possible.  And the most successful high growth companies, some that we work with, do this almost routinely.  But maybe surprisingly, many of the CEOs at these smaller, localy headquartered companies didn't want to talk to Peter about the article.  For various reasons, they didn't want what is "their business" publicized.  Some are very confidential and protective of any information which could be a competitive advantage.  Some are suspicious about having the IBJ write something about them which might be taken out of context.  What ever the reason, it is unfortunate that the stigma persists.  

But small Indiana headquartered companies (defined at 500 or fewer employees by the federal government) do successfully acquire talent from large corporations if they take the careful steps to create a specific role through job analysis, conduct a broad search to identify a potential "universe of candidates", and go through a detailed finalist selection process, picking from finalists who all meet the critical technical requirements of the role.  Many of these smaller companies do not have an HR departement and that is why engaging a firm like Career Solutions Group is a smart move for them.

Since 1995, Career Solutions Group has created custom recruiting solutions for Indiana headquartered companies.  Some of our projects have been national in scope for filling multiple, similar positions or populating talent databases with our client's competitors employee data.  Other executive search and executive recruiting assignments have been tailored to meet the specific needs of the client company, ranging from a broad national search to a niche industry search to a local or cross industry technical-skill-transition search.  Regardless of the size, scope, or objective of the search assignment, Career Solutions Group is committed to providing a high level of quality service, tailored to meet our clients' needs which has led to long term, repeat clients in a variety of industries like banking, medical device, advanced manufacturing, and more generally with local closely held businesses.  If you are a locally headquartered company, especially one of the smaller companies as described in the IBJ article, working with a an Indianapolis search firm for talent recruitment and talent acquisition can pay huge, long term dividends by reducing costly turnover and adding high skilled talent.

Wednesday, August 26, 2009

Banks Rebound? Two New Positions Indianapolis Headquartered Bank Hiring

Some banks are actually thriving in this recession.  And, we are fortunate to have a fourteen year executive recruiting relationship with an Indianapolis headquartered bank that is adding about 10% to staff this year.  

Currently, there are two new positions open for Client Support Managers open due to continued growth.  

One is a Client Support Manager supporting Corporate Banking.  This person would handle operational contact with the bank's commercial lending clients including commercial deposit accounts and commercial loan accounts, handling duties such as booking, collateral documentation, processing draws and paydowns, documenting changes, and continually communicating with Small and Middle Market Commercial Lenders on client relationship activies.  This position requires at least two years of routine banking operations administrative experience.  Here is a job description:

The second Client Support Manager position supports Private Banking.  This person handles all operational contact with Private Banking customers for deposit account operations, operations of loan accounts with duties like title searches and insurance, documentation management and review, monitoring construction loan draw processes, contacting clients on past due payments, meeting with Private Banking clients to open accounts and execute loan documents, and coordinating meetings and luncheons often in the downtown area including catering and assembling brochure packets.  Here is this position's description:

Career Solutions Group has been providing permanent placement custom recruiting services, primarily sourcing passive candidates, for this client for about fourteen years.  In addition to our retained search custom recruiting solutions, csg also provides csgSelectionQC for clients who need to make sure they are selecting the right fit for a position and CSG Top Echelon Contract Staffing for clients who want high quality contract staff in the downtown, "near the Circle" area or throughout the metropolitan area in the investment operations/management niche.

If you are interested in either of this positions or in other services of our firm, please contact Steve Fero at (317) 466-9740 x13 or John Fero at (317) 466-9740 x12 or sent and email to srfero@csgsearch.com or jfero@csgsearch.com.  If you would like to submit a resume unrelated to these positions, please send it to jwolfe@csgsearch.com.

Financial Services Adminstrative Support - Downtown Indianapolis

The following is our most recent update of Financial Services Administrative Support personnel interested in contract or contract-to-permant placement positions with downtown Indianapolis financial services firms.  Commercial and Private Banking support were the focus of a couple recent search assignments uncovering these candidates:

Process Development Engineering Manager - Medical Devices

We are beginning a search for a confidential medical device manufacturer.  

Here are some of the specifics for the position.
1)     1 of three key positions in Operations.  This hire needs to be high potential and be on the bench for possibly succeeding the VP of Ops.
2)     Need to be very professional and have strong communication skills as they will be interacting with Sr Mgmt
3)     Strong ability to influence those who are not direct reports.
4)     They will live with the product from the beginning working in partnership with R&D through obsolescence.
5)     Metrics oriented – strong analysis skills.  Will design goals, measure and then work to improve
6)     Team = 18-19, combo of engineers and techs; need to have strong people mgmt skills
7)     Strong technical skills – esp. product design to ensure credibility with R&D
8)     Very solid business sense to keep multiple perspectives, both short and long term; also able to be strategic and think big picture
9)     Success will be defined by hitting new product development milestones and meeting product performance expectations
10)  Open to any med device company background except Medtronic
Comp $120-130 base, 20% bonus.  Reports in to the VP of Ops

Please contact me if you have questions or need more information:  srfero@csgsearch.com

Career Solutions Group provides custom recruiting solutions for corporate recruiting and talent acquisition teams, executive recruiting for "key man" talent selection assignment with small to mid sized corporations, and RPO services for selected high growth companies.

csg Top Echelon Contract Staff for Financial Services - Week of August 17th

Over the past month, we interviewed over 75 Indianapolis area administrative support staff in investment management, private banking, and commercial banking.  The candidates listed below are interested in contract assignments in the Indianapolis area or contract-to-permanent positions.  We have two dozen similarly experienced candidates.

These are primarily passive candidates identified through custom recruiting solutions and custom recruiting services exclusively for a locally headquartered client company.  After completion of their recruiting assignment, we are making these candidates available for contract placement or contract to permanent assignments with other local financial services firms seeking assistance with talent acquisition and talent selection.

csgTop Echelon Contract Staff for Administrative, Accounting, and Finance - Week of August 24th

The following candidates were identified through retained custom recruiting services search assignments with Indianapolis area companies.  All three candidates described below did go on interviews with our clients and although not selected for the positions that they interviewed for, we did receive very positive feedback about them.  References are available on two of the three (and can be easily checked on the third).  

Career Solutions Group, Inc. was founded in 1995 in Broad Ripple and moved to the Circle Tower in 2000.  We have provided custom recruiting solutions for national and local corporations ranging from development of competitive talent databases for medical devices to providing a Recruitment Process Outsourcing solution for nationwide expansions to retained executive level search and placement.  Increasingly, we are handling talent acquisition and selection engagements with Indiana headquartered companies that have 50 to 500 employees and a small or no HR staff.  With these clients, our SelectionQC process helps executive managment teams evaluate internal and external candidates equally to insure that the best fit for the organization is selected.  Contact us by phone (317) 466-9740, on the web or blog by clicking here, or email info@csgsearch.com.

Thursday, August 6, 2009

CSG Ning sites

Here at Career solution we have created several sites for people to get information and share information. We have two sites on www.ning.com for Indiana professionals one is for banking and one for high tech business. 

Banking professionals can post job opportunities, resumes, and job description; while other professionals can look post and see if they want to apply. You can also talk amongst each and share information that is useful to other people.

People that are in manufacturing/medical professions can post seminars, job opportunities with job descriptions to those openings. They can also post schedule to work shops that they are holding. You can also look for people for your start-up company.

In order to use these site you need to sign up and its free to join.

For those who have no professional background we have a site for you to post your resumes. to get useful tips on how to obtain employment. This site is called No Resume Required

Career Solution Group is a custom recruiting agency that is focus on finding the best employees for your company and to help other Hoosier find employment.

Custom Recruiting Services

If you are looking for custom recruiting service which can develop custom research of passive candidates, identify and recruiting passive candidates, and provide one of the most comprehensive finalist selection processes in the industry, you should call Career Solutions Group to hear what we could do for your company with an executive recruiting search project or multi position custom recruiting solution.  

Don't believe the hype and sales pitch of Heidrick & Struggles when they tell your company that they can help your company overcome your number one obstacle - that you're located in Indiana.  

Don't believe it!

Call John Fero at 317-466-9740 x11 or Steve Fero at 317-466-9740 x13.

Talent Selection & Recruiting: Indiana Banks

The banking job market has been hit hard.  There's no denying that.  But, there is a sense growing out there, as oneIndiana Chief Credit Officer told me yesterday, that if Washington would make a decision on the bailout package and the value of depressed assets, the capital markets will come back quickly and there could be new jobs created to clean up the mess.  Right now, jobs posted on Indiana Banker seem to be at an all time low.

We've learned that some private equity firms are getting an early look at some of the troubled loan portfolios the government has to help determine the value of these assets.  And, experienced bankers are convinced that with the right level of scrutiny there is money to be made in managing these troubled portfolios.  The question is what price will have to be paid for them and when?  

Will this create a boon for executive recruiting in banking and development of massive talent selection strategies forIndiana banks?  Probably not.  But, it could create the need for some specialized custom recruiting services in theprivate equity community.  Stay tuned....

Indiana Manufacturer Upgrades Engineering In Down Economy

 As many traditional Indiana manufacturers make the transition to an Advanced Manufacturing business model, business leaders are committing to talent acquisition strategies which put the value of key people on par with state-of-the-art technology.  To compete in the global economy, Indiana Advanced Manufacturers like Roehm Marine / Signature Seating in Fort Wayne are realizing that acquiring and retaining top talent is the key to growth, even when the economy is down.

"Our numbers are down.  But, we can't afford not to fill this position," says Rob Roehm, Founder and CEO of Roehm Marine.  Roehm has taken a 28 year old company and invested in technology in engineering and manufacturing, adding a the latest in CADCAM technology (a Topsolid and Letica integrated solution), the latest CNC technology, and a semi automated assembly line for larger product runs.  Roehm made the decision to hire a retained recruiting firm to attract and retain an Engineering Manager who will help the company continue its product development leadership position in its current markets while exploring growth opportunities in strategically related areas.  Even as his industry contracts with reduced orders, Roehm says that he sees several new opportunities developing in the near term which he will be able to pursue with the newly added technical talent. 

Recently, Roehm and his senior management team met with Purdue University's Technical Assistance Program (TAP) consultants who evaluated Roehm Marine and helped develop a strategic plan for growth.  Purdue says that it's TAP has reached out to help over 600 Indiana companies in 80 counties over the past two years.  Many times a traditional manufacturer's investment in positioning an established company for global competition includes a talent acquisition strategy or utilization of an executive recruiting firm to identify and help select key members of the leadership team.

For more information visit Indiana High Tech Talent.

Talent Selection: Green Jobs & Clean Tech

This morning, the Indianapolis Business Journal sponsored a breakfast on the Green Economy.  The panel included Jesse Kharbana of the Hoosier Environmental Council, Scott Prince of clean tech venture capital firm EnerTech Capital, and architect Bill Brown, chair of the City of Indianapolis' Green Commission.

The current recession has brought many aspects of the green revolution into question.  Will venture capital interest in clean tech and green continue?  Will the federal government follow through on new carbon regulations?  Can LEED certification in construction spur a rebound of the residential and commercial construction industry?  

Perhaps most important in this discussion is oil.  Oil has dictated the direction of the US economy for more than fifty years.  Gasoline prices in the US have dropped below $2 per gallon which has provided much needed relief for consumers, many of whom are losing their jobs.  However, a friend with an instrumentation division of Emerson Electric in Dubai points out how much of a flux the oil industry is currently in.  He called yesterday worried about layoffs is the Middle East and Africa within his division while at the same time their company is forcasting sales growth five fold by 2012 in the Middle East.  The oil industry isn't counting on Green / Clean Tech succeeding in putting them out of business or getting the US off foreign oil.

Can any of this development lead to meaningful recruiting strategies and talent selection strategies for the recruiting industry?  A LEED certification driven boom could create a need for recruiting in the construction service industries but also in engineering and manufacturing talent aquisition and selection for building material manufacturers.  We have see some increase in recruiting and job postings for wind power product manufacturing in recent months.  However, I think it's just too soo to know if clean tech and green tech will result in a significant growth in recruiting needs and jobs.

Green Jobs for Indianapolis?

The City of Indianapolis has created an Office of Sustainability and a citizen commission called the Green Commission which is working on a number of environment and sustainability initiatives.

Part of the City's efforts involve recruiting strategies for green jobs and clean tech jobs.  The future of Indiana employment opportunities in clean tech and green is still somewhat unclear.  Biofuel facilities have been constructed throughout the state over the past few years.  But, these operations are fairly low tech and do not require much in terms of a recruiting strategy or talent strategy.

However, the Green Commission's desire to promote LEED certification in construction could bring back parts of the building materials industry and construction industry that were some of the first parts of the economy to go into recession.

For a full report on the Green Commission's activities, visit the Hoosier Environmental Council's Central Region site, the Hoosier Environmental Council site, or the City of Indianapolis' Office of Sustainability's site.

INsourcing: Bringing Specialized Talent to Indiana - Clean Tech Power Generation

 Prior to Coal Gasification becoming a household term during the Presidential debates, Career Solutions Group developed a custom recruiting solution for a state-of-the-art facility processing raw coal into Syngas.  Our staff worked in a retained search agreement with joint venture partners Conoco Phillips E-Gas Gasification in Houston andWabash Valley Power in Indianapolis to develop a talent acquisition and selection strategy which included custom research of passive and active candidates, systematized interviewing practices, and a detailed selection process.  

This gasification facility had been build as a Department of Energy project and had unique, high tolerance processing technology.  The technical management team determined that the local labor market did not have the highly trained, advanced technology technicians needed to operate the facility's equipment.  Therefore, our talent recruitment and sourcing strategy required relocation of all candidates to Indiana.

Being unable to attract desireable highly trained technicians from across the US to Indiana and faced with a time-critical start up of the plant, our custom recruiting solution used unique research methodology to identify sources of passive candidates.  Our staff then target recruited over 200 highly skilled technicians who had completed the desired technical curriculum to be trained to run gasification process technology.  

From these 200+ potential candidates, our staff successfully recruited and referred 47 qualified candidates within a five month period.  After working with the technical management interviewing team to determine the desired finalist candidates, our staff took finalists through a detailed talent selection process focused on behavioral qualifications.  Eleven candidates were relocated, mostly from warmer climates like Florida, Georgia, and Southern California to Indiana.  More than two years after completion of this project ten of the eleven are still at the facility.
This cutting edge facility has since been converted from coal gasification to petroleum coke gasification which converts a waste product from the oil refining process into synthetic natural gas.  The plant is gaining international attention with this use of a waste product to generate energy.

Career Solutions Group's Permanent Placement Service is a project based, passive candidate recruitment system designed to recruit a high volume of passive candidates for multiple positions or target passive executive level candidates for single positions, using custom, targeted research and detailed three part finalist talent selection.

For more information on the gasification process read Wikipedia or the redefining clean energy information at theGasification Technologies Council.

CEO - Medical Device Components (two different positions)

Our firm is working on two separate CEO projects (custom recruiting solutions) in medical devices.  Both positions are targeting candidates with ortho or cardio device manufacturing backgrounds who used to work at Guidant, Boston Scientific, Cook, Biomet, Zimmer, J&J Depuy, or similar device manufacturers.

One position is leading a $100 million company with multiple manufacturing facilities.  This is an established company seeking a dynamic leader who can build a senior leadership team.  Ideally, the right candidate will have significant P&L experience, have been CEO of a $50-250 million device company, and be motivated by growing equity.

The confidential job description for this position is below.

The talent selection strategy process for this client involves initial identification through executive recruiting (our firm) and preliminary preparation for a Topgrading onsite interview with the client.

If you know of individuals who would be interested in these positions, please pass this information on to them or you can visit our office at 55 Monument Circle, Suite 1000, Indianapolis to meet Steven R. Fero, CPC, or you can click on the compass at the right to go to Career Solutions Group, Inc.’s web site.

Chief Executive Officer
Medical Device Components
Southern California

The Company
The company is a leading custom-engineered metal fabrication and intricate machined parts manufacturer offering some of the industry’s broadest capabilities and most advanced technologies. The company has been a long time supplier of critical machined components, sub-assemblies, precision metal piping and tubular components to blue-chip companies. The company has galvanized these relationships through its unparalleled metallurgical, metal alloy and machining expertise. With multiple facilities in the US and offshore, the company is one of a few companies to offer total supply chain management to its customers, including material selection, design for manufacturability, technologically advanced manufacturing capabilities, low cost manufacturing alternatives and project support service. The company sells its products principally within North America. Its sales are about $100 million. It is profitable. 

Job description
The Chief Executive Officer will be responsible for the development and execution of the company’s strategy and achieving the financial and operational metrics approved by the firm’s Board of Directors.  He/she will have full functional accountability and will be responsible for driving a significant culture change through employee enabled management programs within the organization.  

Key responsibilities include:

•    Driving sales growth by anticipating market needs, fostering technical sales, catering to national accounts, and driving market pricing with good margins.  
•    Ensuring relationships with key customers and vendors are strengthened while keeping employees motivated.
•    Increasing manufacturing margin throughout the organization through performance and productivity improvements.
•    Management and oversight of all functions of the company.  This includes optimizing the company’s multiple plant strategy to improve Overall Operational Effectiveness through LEAN initiatives. 
•    Ensuring appropriate goals and measurable metrics are in place, monitoring performance, and taking action wherever appropriate to ensure the business is meeting the goals in a “will do” environment.
•    Mentoring and developing the senior management team to successfully execute the company strategy.  Raising the expectations for timely improvements from the entire management team and transitioning the culture to one that focuses on long-term continuous improvement and profitable growth.  
•    Working closely with the Stakeholders to evaluate strategic options leading to suitable returns for shareholders.  This includes working in conjunction with the CFO to manage the relationships with the banks and other lenders to the company.

Ideal Experience
The ideal candidate possesses over twenty years of increasing responsibility, culminating in the management of a successful standalone P&L.  A portion of this experience should have been gained in the machining of precision engineered, metal components and assemblies.  Candidates who have worked as a CEO, President or COO in an entrepreneurial, growth oriented, high-expectation environment are preferred, rather than those who have served as a division president in a large organization.  The preferred candidate has been successful driving change and growth in a small to mid-sized ($75 to $250 million sales) manufacturing organization by building a “can do” culture.

Controller - Indianapolis HQ Distributor Expecting 30% Growth in '09

An Indianapolis headquartered distributor of low end consumer goods is expecting 30% growth this year and looking for a Controller who can lead a small department, manage cash flow, and improve operational efficiencies as the company continues to grow with both large volume retail distributors and specialty stores.

We are handling executive search / recruiting services as well as finalist talent selection using a custom recruiting strategy to source passive and active potential candidates.  The position's job description is below:

Corporate Controller
Corp Controller-2

If you are looking for a custom recruiting solution for your company, one that targets passive candidates, with an executive recruiting team that will go beyond the norm to help you select the best candidate for your company, contact Career Solutions Group.

Survey of Indianapolis HR Shows Networking Provides Best Hires

A recent and ongoing survey of Indianapolis metropolitan area Human Resource Departments is showing some surprising results.  What sources of applicants are Indianapolis area employers using to find candidates in their corporate recruiting strategies, talent acquisition and selection strategies?  More importantly, what sources of applicants have provided the best talent?

To view the graph visit the No Resume Required site. 

Indiana Unemployment Rises 0.2% But Still Better Than Neighbors

Indiana unemployment numbers rose last month another two tenths of a percent according to Hoosiers By The Numbers on the Indiana Workforce Development site. As Inside Indiana Business points out, Indiana's unemployment rate is still lower than all our bordering states, led by Michigan at 9.3%. Although Indiana has lost many manufacturing jobs in recent years, our Indiana Economic Development Corporation and Governor have worked hard to attract investment in a variety of industries in order to attract and retain talent and jobs here in Indiana.
The Indiana Department of Workforce Development has been reinvented since 2004 to offer many tools online and through its Work One office around the state. Many of these State offered tools and services for job seekers develop and teach skills that corporate recruiting strategies are designed to identify in their talent recruitment processes. The IDWD offers job seekers tremendous value in this regard.  For more information visit No Resume Required.

Is there money out there?

 Most of us are listening to the national media’s message of no lending by the banks.  But,  are they telling the full story or just selling bad news?  This week, I talked with John Lorentzen of National City Bank  who told a somewhat surprising story.

With National City’s financial troubles and ongoing merger with PNC, you would think them to be the least likely bank lending money.  But, Lorentzen, a twenty year small business credit officer and lender, says that he is putting together his best month on the year.  Lorentzen who operates in the Greenwood market says that he expect to close on three loans which may be the best three deals of his tenure (over ten years) with the bank.

National City small business lenders are having a killer month?  Impossible if you listen to the media.  What is really going on here?

Greg Gordon of First Merchants Bank says that Lorentzen’s experience is unique, an aberration.  Gordon is feels the pinch of restricted credit criteria.  He says that while there is certainly money to be lent, banks are being very selective in approving loans.  

All the confusing and contradictory opinions and messages about what is going on with Indiana businesses in terms of growth or stagnation is causing candidate reticence and paralysis for many corporate recruiting strategies and with executive recruiting consultants who are moving forward with growth plans for the first quarter 2009.  For more information visit Indiana Banking Talent.

Custom Recruiting Solutions: Sourcing Passive Candidates Can Eliminate Relocation Costs

Actively recruiting passive candidates can be very time consuming for a corporate recruiting staff and the last priority in a corporate recruiting strategy that is focused on filling open requisitions quickly and efficiently.  However, corporate HR departments can expand a local candidate pool to include passive candidate sourcing with a talent acquisition strategy that includes outsourcing of passive candidate identification through a custom recruiting services provider like Career Solutions Group.  

The cost of outsourcing recruiting services can have offsetting benefits, as well.  Two examples from past assignments come to mind.

Minnesota Rubber Company, a major manufacturer of elastomer-molded medical and automotive components, was in need of an experienced Tooling Engineer.  Without many major competitors in the immediate Minneapolis area, Minnesota Rubber’s HR department knew from experience that a qualified Tooling Engineer would likely have to be relocated from major elastomer molding competitors in Michigan, Indiana or Ohio.  Relocation costs would likely double the overall cost of the recruitment, including the executive recruiting fee.  After running trade journal and other ads, our custom recruiting of passive candidates identified a qualified (and interested) Tooling Engineer at nearbyHiawatha Rubber Company, working about 10 minutes from Minnesota Rubber’s location.  Interestingly, the VP of HR was initially upset that this individual had not answered the ad run for the Tooling Engineer.  But realizing the relocation savings among other advantages, Minnesota Rubber’s VP of HR was glad to pay only the recruiting services fee.

Similarly, ABB Drives&Motors, the New Berlin, Wisconsin US division headquarters for this multi-billion dollar electromechanical product company, was pleased to have a passive candidate, custom recruiting solution identify a qualified Product Manager living within driving distance of their facility.  This talent acquisition strategy also benefits passive candidates who may not be answering employment ads, but are eager to take the next step in their career when targeted as a passive candidate for a position they fit.  In this case, the placed candidate was quite pleased,“From our first telephone discussion and on you have shown the highest degree of dedication to your profession...Your concern for both employer and employee is evident...The hours that you worked into the evening assuring that all questions and issues were addressed directly got us to a smooth positive result. I am very thankful for the outstanding job you've done. Hopefully others will benefit as I have from your devotion to your business."
-J. Roberts

New Position Created: Compliance Manager - Indianapolis

Some Indianapolis area small and mid sized employers are creating new positions and progressing with their talent acquisition strategies and corporate recruiting strategies for 2009.  The attached job description is for a newly created position.  The Regulatory Compliance Manager will be in charge of Consumer Product Safety Act 2008 compliance for this growing, Indianapolis headquartered company.  This company is privately held, has had double digit growth year over year, and is having strong sales numbers for this holiday season since their product line is a lower end product sold to big box retailers. 

The company is pursuing a custom recruiting service with an outside executive recruiting firm like Career Solutions Group to expedite their hiring process since the Act just went into effect and to recruit regulatory compliance experienced candidates from other industries.  Our custom recruiting solution helps this small HR staff implement a corporate recruiting strategy for passive and active candidates without adding to the HR staff.

Interested in a career in banking?

For over ten years, our firm has represented the fastest equity growth bank in Indiana which also ranks in the top ten nationally in that category.  This bank has had double digit growth every year for over ten years.  The bank's employee turnover is very low, well below 5%, including CSRs/Tellers (Yes, all you regional bankers out there.  There is a bank that doesn't turn over nearly 100% of it's CSRs/Tellers every year.)

If you are interested in a long term career in banking, your chances of working your way up, being recognized, and promoted for doing your job, then this bank is far superior to the regional banks like Fifth Third, National City, Chase, and Regions.

Who is this bank?

CSRs at this bank all are eligible for up to 18% bonus based upon the bank's success.  This bonus has paid in double digits every year, for over ten years.

Our firm helps with the recruiting strategy for this bank and works with the senior management team in implementing a talent acquisition strategy focused on corporate recruiting of bankers who understand a high level of customer service.

When I look on Careerbuilder and see ads for Retail Personal Bankers and CSRs at Fifth Third Bank, Personal Bankers at Chase, and Tellers at National City, I wonder if people applying to these large banks, have ever considered The National Bank of Indianapolis?  

If you are considering applying for one of the jobs above but are concerned about the regional banks financial problems, not giving Tellers/CSRs regular 40 hour schedules and pushing sales tactics on Tellers/CSRs, then you shold contact our firm to find out if you fit an open position at The National Bank of Indianapolis.