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EGS Elite Retainer-Based Executive Search for High Tech Companies

when the decisions are critical

An executive or investor in a high tech company is under great pressure to respond to ever-changing, ever-narrowing market opportunities and demands for return on investment. He or she must build a world-class, collaborative management and leadership team in technology, marketing and operations that will marshal finite resources towards aggressive goals. The decision to bring on a key executive or technical leader could mean the difference between success or failure. The best candidates must be found. Fast. Because windows of opportunity close fast. We are prepared and uniquely qualified to stand with our clients in meeting these challenges successfully.

• Over 25 years of success in executive search, adding significant business value for high technology clients ranging from Microsoft through ground-floor start-ups, and dealing with roles ranging from CEO, VP and GM, through CTO, Distinguished Engineer and Chief Architect


• Offering one of the most successful track records in the industry, we have found a candidate offered the job in over 90% of retainer searches - and the employees we place remain for long tenures and produce outstanding results


• At one leading software company, of its small number of Distinguished Engineers, who are known as technical leaders and innovators with global influence, we have placed 3 in the past 3 years


• We are selective about what corporate clients we represent, and the number we take on, resulting in unprecedented level of personal dedication


• Assessment methodology honed over two decades of experience - and taught in venues such as Harvard-Radcliffe - results in candidates recognized by our clients as being uniquely well qualified

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EGS Elite Personal Representation

for CTO's, Technical Fellows, Distinguished Engineers and other top 10% software and hardware engineers/architects approaching job search

For the technical leader:

• Innovating job search: personalized search campaigns otherwise unavailable in the recruitment industry


• Unprecedented level of personal dedication and industry knowledge for your job search


• Tapping a contact network built from over 25 years of high tech retainer-based executive search


• Higher quality and greater choice, with all fees company-paid


• Increase your value in the job market as an EGS Elite client

For a company seeking its top technical leaders:

• Redefining conventional candidate evaluation and selection


• Unparalleled meticulous due diligence providing you access to the best


• Candidate Reports spell out why we consider our candidates among the foremost technical leaders and contributors, and detail experience, knowledge and attitudes


• Corroboration from EGS Elite Technical Advisors: CTO's and senior development executives


• Mutually fulfilling marriage of corporate need and personal aspiration

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by Bob Eiland - President EGS Elite

We lose sleep worrying about them. We spend billions of dollars protecting them. I'm talking about our information assets of course.

Virus protection, spam filters, firewalls. Biometric authenticators, single sign-on for synchronized password-controlled access to applications, data access audit trails, policy management to verify compliance....

A U.S. company called Lumension, which acquired Luxembourg's SecureWave, among other companies, launched a product that creates a white list (Sanctuary) to limit access at the level of the executable application. A Cambridge, MA company, Corestreet offers a massively scalable real-time credentialing solution to restrict physical access.

We control provisioning of resources, record changes to documents and generally limit who can use what when and from where.

We're very diligent about our information assets, and getting more diligent every day. How is it our approach is often only haphazard to the assets with overarching responsibility for turning our wealth of information and products into success: our human assets?

Gut Feel?

Key people hired on "gut feel." Ten-minute reference checks performed as a formality. Interviews conducted by people who haven't thought through what is really needed for the job, or coordinated with the other decision-makers and influencers about a key role. Interviewers operating without any plan or training, approaching the transactions merely as "chemistry tests" and/or exercises in matching buzzwords between job descriptions and resumes.

Not to knock gut feel and chemistry. As long as they play nicely with verification.

You can find thorough guides for interviewing - from either side of the interview table - by clicking on Interview Tips on this website. But here is a bullet-list of hiring concepts and tasks worth your considering.

Checklist for Best Practices in Hiring

Copyright © EGS Elite 2005