Global Recruiters Share Largest Fee in NPA History

by Veronica Blatt

Read this case study to see how two of NPA’s global recruiters made a split placement resulting in the largest shared fee in NPA history!

NPA, Making the Right Connections

The Challenge: From Russia with Love


The Scenario: Chinese corporate giant seeks CEO

A large Chinese company was looking for a CEO to implement an ambitious new project in Germany.


The Action: NPA partner in China lands assignment

The Chinese client contacted an NPA partner in Nanjing, who accepted the assignment. The NPA partner reached out to another NPA partner in Ekaterinburg, Russia for help locating qualified candidates.


The Results: NPA partner in Russia locates successful candidate, resulting in largest split fee in NPA history

The Russian partner began an exhaustive search for high-level German automotive candidates. After several months, four candidates were presented, and one was hired at a fee of more than US $230,000!

The process was long and difficult, but ultimately successful due to the teamwork and professionalism of the NPA global recruiters.

NPA Sample Candidate Qualification Form

by Dave Nerz

Recruiting Tools

by Dave Nerz

Following is a list of recruiting tools that can help you save time and/or money:

Calculate the salary you need for the cost of living in another city or country:


Other Salary / Cost of Living Information:

Company Research:

  • – For complete and actionable information. If you are looking for leads, researching companies or industries, or searching for a way to keep your CRM up-to-date, Hoover’s offers a range of options.
  • – Best companies, green companies, biggest companies by sector, most highly ranked by employees or employer, you name it.
  • – An inside look at jobs & companies, reviews are posted by current or former employees.

People and Data Search Tools:

  • – Finding people, places and businesses
  • – Finding people, places and businesses
  • – Finding people, places and businesses
  • – Simple people finder
  • – People search and public information search engine
  • – Making people search worthwhile
  • Connect – Gives you instant access to millions of professionals, leads and company lists
  • – Eliminating the need to visit multiple services, free members can manage communication across the most popular social networks and email accounts securely and conveniently on one simple dashboard.
  • Sales Navigator for Gmail – Everything about your contacts right inside your Gmail inbox

Other Cool Tools

Six Must-Ask Interview Questions

by Veronica Blatt

Author: Joe Turner


Interviewing can be a gut-wrenching process. Most books on how to interview list hundreds of interview questions you need to be ready to answer, but few talk about the questions you need to ask.

Take more control at your next interview by asking some pointed questions of your own. Here are six must-ask questions and why you should know the answers.

1. What happened to the person who previously did this job? (If a new position: How has this job been performed in the past?)

Why You Need to Ask: You need to know any problems or past history associated with this position. For instance, was your predecessor fired or promoted? Is this a temporary position or brand new? The answer will tell you about management’s expectations and how the company is gearing to grow.

2. Why did you choose to work here? What keeps you here?

Why You Need to Ask: Although you may like this company, you’re an outsider. You need to find out what an insider has to say about working there. Who better to ask than your interviewer? This also forces the interviewer to step out of their official corporate role and answer personally as an employee and potential coworker.

3. What is the first problem the person you hire must attend to?

Why You Need to Ask: You need to be on the same page as your new manager, as well as be clear on what the initial expectations are and that you can deliver. What you don’t want is to allow yourself to be misled about the job’s requirements and end up overwhelmed and over your head after the first week on the job.

4. What can you tell me about the individual to whom I would report?

Why You Need to Ask: It doesn’t matter how wonderful the company might be; your time will be spent working for a specific manager. You need to find out who this person is and what kind of manager he is — earlier rather than later, before personality clashes develop. If you’re an independent type used to working through solutions on your own, for instance, you’ll chafe when you find you’re being supervised by a micromanager.

5. What are the company’s five-year sales and profit projections?

Why You Need to Ask: You need to know about the future of the company you plan to spend several years of your life working for. It doesn’t have to be this exact question. For example, you might want to ask about the company’s future plans for new products and services or any planned market expansion. Of course, you’ve done your own research, but nothing can beat an insider’s observations and insights. This also shows you’ve done your homework and are serious about this company.

6. What’s our next step?

Why You Need to Ask: This is your closing and the most important question to ask at the end of the interview. You need to know what happens after this point. Many books advise asking for the job now, but most people may feel too intimidated to bluntly do so. And with more candidates already scheduled for interviews, the company is not likely to make you an offer yet. You may also need to do some additional research on the company, making it too early to ask for the job.

A good compromise: Take the lead and set a plan for follow-up. You’ll also be able to gauge the company’s enthusiasm with the answer. Don’t forget to ask for your interviewer’s direct phone number and the best time to call.

What to Remember

As a job seeker, the key to a good interview is to find out as much about your potential employer as possible. Asking these six questions will not only make you appear more committed as a candidate, but will also give you better insight into both the challenges and opportunities that may lie ahead for you.

[As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. He makes it easy for anyone to find and land the job they really want — all on their own in the shortest time possible. Discover more insider job search secrets by visiting Job Change Secrets.]

Copyright 2013 – Monster Worldwide, Inc. All Rights Reserved. You may not copy, reproduce or distribute this article without the prior written permission of Monster Worldwide. This article first appeared on To see other career-related articles, visit

Job Search tool: Headhunters

by The Imagination Factory

By Betsy Goldberg, contributor

From:  Money Magazine, March 2010

(Money Magazine) — Decent job listings are pretty scarce these days — which is why it’s more important than ever to get your résumé in front of the top headhunters in your field. Executive-search professionals serve their client companies by quietly cherry-picking candidates for high-level jobs, many of which are never advertised. And if you’re not on the recruiters’ radar, you may miss out on prime opportunities. These strategies can help you get on the gatekeepers’ good sides:

Headhunters often specialize by industry or job function. Thus, the best way to find someone is via your network. You’re likely to get a better response if you’ve been referred, so ask friends in your field which pros were helpful to them, or use LinkedIn to check whether current or former co-workers are connected to recruiters; alternatively, see whether your industry association can suggest someone. It’s worthwhile doing all this even if you’re not job hunting just yet. Building a network takes time, and you might as well get a headstart. Read the rest of this entry »

Leveraging Your Network for Survival, Profitability & Growth

by The Imagination Factory

Courtesy of Recruiting & Staffing Solutions magazine, March/April 2009 issue


Leveraging Your Network for Survival, Profitability & Growth
by Manny Rao, Chairman of the Board of Directors, NPA

Use your network to:

  • Find work
  • Expand the market you serve
  • Seek advice and coaching
  • Cut costs
  • Benchmark results

These times are no time to go it alone. Businesses are failing at record pace and the current economic conditions are not likely to quickly recover. So, all business leaders, including recruiting and staffing executives are smart to examine new and creative ways to leverage existing assets to deliver improved results. Looking for ideas, help, feedback, and coaching from your established peer network is a logical first step. Recruiters that have built a strong network of industry partners will benefit from the knowledge and expertise these networks can provide with the challenges ahead. Read the rest of this entry »

Why a Recruiter Network Is More Important Now Than Ever

by The Imagination Factory

by Jason Elias

It is a truism that relationships are the key to success in economic downturns. Naturally your relationship with your NPA partners will be more important than ever; just ask Jim Sullivan who survived the 9/11 aftermath by working closely with NPA partners. Here are a few reasons why a strong recruiter network likeNPA is more important now than ever:

  • Getting jobs on is getting tighter; your NPA partners are an instant source of active qualified openings.
  • Developing new business is harder; your NPA partners can offer warm leads into existing clients to provide recruitment in your industry or geography.
  • Pitching for business is trickier; NPA provides you with a comparative advantage over your competitors. Tell your clients you are willing to give away half your fee to help them find the right candidate.
  • Business issues get complex; why not brainstorm with other owners or consultants whose experience and fresh perspective can solve your problem.
  • Great candidates are coming out of the woodwork, but you may not have a role for them now. Share with your partners and convert opportunities into placementshappy candidates and clients lead to repeat business.
  • You are never too old to learn; keep up your skills and brush up on the all too easily forgotten basics, with NPA’s training and webinars.
  • Maintain the relationships in your recruiter network in a great collegiate atmosphere at meetings and conferences.

The Challenge: Help Wanted Down Under!

by The Imagination Factory

The Scenario:
Manufacturing company in Indiana needed sales and marketing GM in Australia.

The director of human resources was planning to make a trip to Australia to source candidates. He was nervous about a successful outcome since he had no contacts in Australia to help with the search. Read the rest of this entry »

Zen and the Art of Split Placements

by The Imagination Factory

Laura Schmieder, Premier Placement Inc., NPA 1315

Long ago I read “Zen and the Art of Motorcycle Maintenance”. It’s a philosophy/travel book that mixes discourses on Eastern and Western culture with the blessings/burdens modern technology bestows on us. It’s a quirky book but I often go back and think about the lessons I learned reading it. Repeated throughout is the conviction that you must live a life of quality but also give quality to life around you.

There are many precepts about life throughout the book. Things about not allowing technology to take over your life but using it to your advantage – to produce good work. To instill patience, care and attentiveness in my work are to achieve peace of mind. Peace of mind produces right values that produce right thoughts (stay with me on this). Right thoughts produce right actions that produce quality work. Read the rest of this entry »

Employing Contrary Logic to get “Mr. / Mrs. Right”

by The Imagination Factory

Gary Eastwood, Beck/Eastwood Recruitment Solutions, NPA 6770

One technique Beck/Eastwood has frequently employed as a best practice over the past 10 years has been to utilize contrary logic in order to pinpoint what exactly a client is looking to employ as a skill set for high level positions.

Huh? I know, it sounds bewildering. For us, it works like this:

When we take on a new assignment (we often work across the board in every discipline for our best clients) we ask for and receive the company published job description. This is one of the least helpful documents in talent acquisition in my humble opinion. Read the rest of this entry »