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Peskind Executive Search, Inc. provides high quality recruitment strategies ensuring our alignment with our clients' overall hiring objectives. As the "Global Go-To" recruitment specialist for representing talent in the public safety technology sector, Robert Peskind has successfully reshaped the executive landscape for organizations that target Government agencies in North America, LATAM, EMEA & APAC.

We have helped our clients hire over 1,000 top marketing, sales, engineering, and leadership executives worldwide.

We partner with organizations across the world that are providing cutting edge technology, services and solutions for various industries. Our initial focus in Public Safety has opened the door into other market segments and various emerging markets.

Trusted Partners

We are trusted partners to our clients, providing them the information they are unable to receive during the typical interview process. They understand that we keep our finger on the pulse of the industry, keeping them updated of certain M&A activity, as well as providing feedback on how they are viewed within their space. We co-create the message that you want to get out to our network of sought after prospects to join your team.

Our 7-Step Process

1) UNDERSTANDING YOUR HIRING NEEDS

  • Schedule an in-depth conversation with your hiring authority
  • Review Job Description(s), discuss your "must haves" and "could live withouts" ARE THEY REALISTIC?
  • Is this an expansion role or a replacement?
  • Discuss marketing strategy – is this a confidential search while an employee is still employed?
  • Financial package/potential offer specifics; discuss salary range/total compensation – review the competitive landscape
  • Realistic timeline & hiring process – from résumé submittals to offer letter and start date

2) MARKET RESEARCH

  • Review competition, target companies and passive candidates
  • Target existing network and search for new candidates
  • Co-create the client's vision and message to gain candidate interest
  • Discuss active candidates in pipeline, review if an offer has been declined and why?

3) CANDIDATE TARGETING

  • Start the process of pinpointing our candidate pool – communicating and testing their interest level quickly
  • Source from direct competitors, related companies or channel partners, uncovering passive candidates who are succeeding in their current positions
  • Discuss candidate's accomplishments, compensation, motivation for change, and long term career goals
  • If it is determined the candidate is a fit, set a timeline from the first interview until their resignation and eventual start date

4) PRESENTING QUALIFIED CANDIDATES

  • Submit résumés, references and a cover letter from our candidate along with additional notes regarding salary, target start date and if they are interviewing with other organizations
  • Explain the timeline and urgency on a candidate by candidate basis
  • Discuss the qualified candidate pool with the hiring authority and address any additional questions or concerns

5) SCHEDULING INTERVIEWS AND PREP

  • Clients – Send out personalized calendar invites to confirm time/date and type of interview (Phone, Video or In Person) to review with the hiring authority
  • Candidates – Make sure our candidates have responded to the calendar invitations, completed company research and fully reviewed job descriptions, website and any other related materials

6) DEBRIEFING POST-INTERVIEW

  • Clients – review the interview, create a pros and cons list, discuss any concerns and how our candidates stack up against others in the process (schedule next interview)
  • Candidates – discuss the length of the interview, review any red flags and ask to compare and contrast this opportunity to their current company and others they are interviewing with (schedule next interview)

7) NEGOTIATION STAGE/EXTENDING AN OFFER & REVIEW COUNTER-OFFER DANGERS

  • Review the dangers of accepting counter-offers (SEE BELOW)
  • Discuss verbally with the candidate and client about the terms of the pending offer
  • Make verbal offer to candidate and get a verbal acceptance – we will not allow a client to extend a written offer that has not been verbally accepted
  • Confirm acceptance of written offer
  • Provide the candidate with a resignation letter template and review the potential of a counter offer again
  • Assist with additional on-boarding activities, etc.
  • Continuous follow up with our clients and our candidates to ensure a smooth transition along with any additional needs

THE DANGERS OF ACCEPTING A COUNTER-OFFER

Your employer offers an increase in salary to counter an offer made by a competing firm. Many employees will entertain, and a few will accept the (counter) offer. Those that accept a counter-offer often do so because they will not have to address the emotions of leaving their "comfort zone" (current employer), and entering into the unknown of joining a new company. But, what are the dangers of accepting a counter-offer? Consider the following before you decide to accept your employers counter-offer:

  1. In the mind of your manager (employer), It is never a good time for you to resign. "I'm short-handed, I'll miss my vacation, it affects the moral of the (my) department, this makes me look bad to my boss" etc. Your manager (employer) needs to buy time to find your replacement.
  2. Why did you have to resign in order to get a raise? If you are worth the counter-offer dollars now, why didn't you receive an increase in pay before now? Did you have to blackmail your manager into getting a raise?
  3. Your annual review is coming up in a few months. Are you just getting an increase in your salary early?
  4. In your managers (employers) mind, you are no longer a loyal employee. No longer within that "inner circle" as a trusted employee. Often, as soon as your manager (employer) finds a replacement for you, adios! Or, perhaps you may be passed up for the next promotion.

Statistics show that if you accept a counter offer, the probability of voluntarily leaving in six months or of being let go within one year is extremely high. Statistics compiled by the National Employment Association confirm that over 80% of those employees who accept a counter-offer are no longer with the same company six months later.

Accepting a counter-offer can influence the decision of a future employer from making you an offer to join their company. In effect, you may have "blackballed" yourself.

Remember the reasons you had for making a career change. Sure, part of it may be compensation. However, there were probably other motivating factors such as upward mobility, challenge, geographic location, and so on.

Once you have made the decision to make a change in your career path, make a plan, follow your plan, and stick to it. Don't allow yourself to be "futured" into staying with your current employer. It is not worth the risk.

Industry Focus

If you give our qualified team enough insight into your business and your hiring needs we can fill any job requisition within any industry.

  • Public Safety Technology
  • E-Commerce
  • Accounting & Finance
  • Blockchain Technology
  • FinTech
  • Wireless & Mobile Radio
  • Telecom
  • Mixed Reality
  • Augmented Reality (AR)
  • Virtual Reality (VR)
  • Digital Forensics
  • Internet of Things (IoT)
  • Artificial Intelligence (AI)
  • Deep Learning
  • Data Storage & Virtualization
  • Data Analytics
  • Digital Marketing
  • Healthcare
  • Construction
  • Real Estate
  • Insurance

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Your Trusted Recruiting Partner

Peskind Executive Search, Inc. takes a different approach than most search firms today. We have our finger on the pulse of the candidate marketplace and organizational landscape from an M&A perspective.

Our intimate knowledge of the market, when it comes to candidates and employers gives our firm that extra edge to make impactful hires long term.