1.
SGA Talent
Setting the Standards for On-Demand Recruiting & Recruitment
Research Services
Experienced - Dependable - Results Driven
Celebrating 28 Years
January 2017

2.
Who We Are
100 % Woman Owned
Experienced:
Our most junior research professional has 17 years with SGA Talent.
Our most junior recruiter has 6 years with the average recruiter having 13 years with the firm.
Our vast experience and knowledge allows us the ability to allocate specific industry experts to each project.
Dependable:
Dependability and consistency, a trademark of ours continues to be why clients turn to us during hiring spikes,
recruiting challenges and when additional recruiting resources are necessary.
Results Driven:
We focus on results first and use a tried and proven process to achieve these results. Goal oriented, quick, efficient
and hard working is how many of our clients describe us.
We customize and focus on each client’s needs to achieve and meet our client’s goals and objectives.
SGA Talent goes beyond leveraging the latest recruitment research and recruiting tools. We continue to use
traditional research methodologies such as the telephone to uncover the entire potential talent pool creating
recruiting efficiency.
We believe the human touch and contact is essential to ensure we are presenting only the best pipeline of
candidates our clients deserve. Conversations help us screen, vet, compare and contrast potential candidates
allowing us to deliver the highest quality hires.
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3.
SGA Talent Offers Flexible Recruiting Solutions
Tailored to Each Client’s Needs
When our clients have spikes in hiring, require additional recruiting resources or simply need recruiting
assistance, our flexible recruiting solutions offer a variety of options to satisfy their needs. With all of our
options, our role is to become a dependable, results driven extension to their recruiting/talent acquisition team.
Our Services Include:
On- Demand Recruiting – Hourly & Project by Project
Recruitment Research – Sourcing, Name Generation, Organization Chart Mapping & Profiling
We have the experience and capabilities to quickly perform any and all recruiting functions to deliver results
quickly, efficiently and cost effectively.
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4.
SGA Talent
On-Demand Recruiting
On- Demand Recruiting – Hourly & Project by Project
This service is used when our client’s recruiting team or hiring managers are in need of additional
assistance.
Not a search firm, but we sure do work like one.
We start by having our experienced recruiting team work closely with our in-house
recruitment research team to create the potential talent pool of candidates to connect with.
Our recruiters begin the process by calling, emailing and in-mailing each professional in the
talent pool with the goal of presenting only the best of the group within two to three weeks
from the initial kick-off call.
It is our mission to only fill the pipeline of candidates with interested, qualified professionals
who we believe can be hired.
In addition to delivering the hire, we also provide all the data collected and gathered during
the recruiting process with our clients.
On average our analytics show that 4 out of 5 candidates presented are interviewed.
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5.
Recruiting is a Process
Present With Knowledge
Present top candidates that meet or
exceed client expectations
Present Mapping results with candidates
Source-Network-Recruit
Begin to create the Pipeline Qualify, Vet, Compare & Contrast
Leveraging Talent Intelligence – Customized Research Data
Email, Call, Text, In-Mail
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6.
SGA Talent’s On-Demand Recruiting Statistics &
Analytics
Cost Per Hire- Dependant upon the role our average cost per hire continues to be below 10%. The ranges are
between 4.7% to 16%.
Candidate Presentation Statistics – 4 out of 5 of candidates we present to our clients are interviewed.
Diversity - 75% of our hires in 2016 were diverse as determined by our clients.
Our Candidates Remain at our Client Companies – Over 85% of our placements remain for at least 4 years at
our client’s companies.
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7.
SGA Talent
Recruitment Research, Sourcing, Name Generation,
Organization Chart Mapping, Profiling
Recruitment Research , Sourcing, Name Generation, Organization Chart Mapping, Profiling
With only 65 % of the talent pool available on-line and through public sources, SGA Talent’s
Recruitment Research service allows clients to have access to those passive candidates not readily
availably publicly or even accessible to the competition, creating a recruiting edge for our clients.
Our main goal with this service is to create and deliver the entire talent pool of potential candidates
with information that is comprehensive, detailed and complete. This information continues to produce
recruiting efficiency while speeding up the recruiting process.
Our findings are delivered in Excel, organization chart or Microsoft Word dependant upon our client’s
needs.
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8.
Example: Diversity Research Capabilities
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9.
Example: Excel/CSV Format
Research Example with Live Links
Company First Name Last Name
Titles/Depts/
JobFunction Address City State Zip
HQ/Main
Telephone
Direct Dial
Telephone Reports to Email Profile
Aramark @
Fenway Daniel Regan, Jr.
General
Manager 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext. 4991
regan-
daniel@aramar
k.com
Aramark @
Fenway Rich Roper
Regional Vice
President,
Concessions 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4925 Daniel Regan
roper-
rich@aramark.
com Rich Roper
Aramark @
Fenway Sean Kimsey
Division
Manager,
Concessions 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext. 4926 Rich Roper
kimsey-
sean@aramark
.com Sean Kimsey
Aramark @
Fenway David Mazzarelli
Human
Resource
Manager 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4924 Rich Roper
mazzarelli-
david@aramar
k.com
David
Mazzarelli
Aramark @
Fenway Richard Armstrong
Manager, Food
Services 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4922 Rich Roper
armstrong-
richard@arama
rk.com
Richard
Armstrong
Aramark @
Fenway Michael Melisi II
Senior
Controller 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4920 Rich Roper
melisi-
michael@aram
ark.com
Michael Melisi
II
Aramark @
Fenway Walter MacDougall
Director,
Maintenance 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4955 Rich Roper
macdougall-
walter@aramar
k.com
Walter
MacDougall
Aramark @
Fenway Caitlin Kneafsey Director, Retail 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext. 4949 Rich Roper
kneafsey-
caitlin@aramar
k.com
Caitlin
Kneafsey
Aramark @
Fenway Ronald Abell
Senior
Executive Chef 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4956 Rich Roper
abell-
ronald@aramar
k.com
Aramark @
Fenway William O'Brien
Director, Food
& Beverage 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4958 Rich Roper
obrien-
william@arama
rk.com William O'Brien
Aramark @
Fenway Byron Hayden
Director,
Facilities 4 Yawkey Way Boston MA 02215 (617) 536-6683 Ext.4966 Rich Roper
hayden-
byron@aramar
k.com Byron Hayden
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10.
SGA Talent Can Deliver the Results You Need

11.
SGA Talent’s
Individual Experts Working Together
Industry Expertise
•Professional Services
•Financial Service –
Insurance
•Technology
•Retail
•Healthcare – Major Drug
Companies, Biotech and
Hospitals
•Manufacturing
•Distribution
Corporate Functions
•Corporate Governance
•Strategy & Planning/Analytics
•Sales/Marketing
•Finance
•Technology
•Levels for Each Function
•C-Suite
•Vice Presidents
•Directors
•Managers
•Country Managers, Sales
Representatives, Director of
Human Resources
Specific Expertise tackled
in 2016
•Analytics & Statistics
•Digital Marketing
•Agile Coach
•Marketing Strategy
•Workforce
Management
•Content Director
•Partners, Senior
Managers, Managers,
Consultants.
•Chief Dental Officer,
•Clinical Director
•Talent Acquisition
Leader & Recruiters
•Quality
SGA Talent (518) 843-461111

12.
Our Experiences
SGA Talent Can Deliver the Results You Need

13.
Case Study: Fortune 100 Insurance Company
Fortune 100 Insurance Company- Senior level executives were about to retire and this attrition could not be
filled from within. SGA Talent was asked to create organization charts of 15 top competitors from the Chief
Executive Officer down to Director level profiling each and identifying diverse professionals.
Results :
Provided Access to a talent pool of 1,500 potential candidates.
Ability to strategically recruit only the talent who best fit their needs.
Within five weeks 22 candidates were presented and 5 were hired.
All of the research gathered throughout this process was shared between talent acquisition and talent
management as well as used for future hires.
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14.
Case Study: Public Life Insurance Company
Public Life Insurance Company- Corporate Vice President, Data Analytics
Our client had a situation with a long-standing employee resigning on very short notice. With no appropriate
replacement existing within the company it was imperative that the role be filled within four to six weeks.
The search was nationwide, specifically seeking candidates within the insurance industry or found within a top
consulting firm. With the talent pool being seemingly limited, we were able to fill the pipeline with candidates
after 12 working days.
The successful hire was recruited from Accenture and onboard within 30 days.
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15.
Case Study: Dental Company
Dental Company: Sales Representatives
Our client was a major diversified company experiencing significant growth. We were asked to recruit sales
representatives for eight markets (four metro & four rural).
Our mandate was to fill these eight market positions within a 12 to 18 week time period. The recruiting
strategy was to first create the potential talent pool within each market to create recruiting efficiency, followed
by aggressive passive candidate recruiting efforts.
Our team was able to recruit, vet and present five candidates per market for each scheduled interview day.
Together our team and our client’s team were able to successfully complete the goal within a 13 week time-
frame.
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16.
Long-Term Recruiting Partnership:
A Multinational, Biotechnology Product
Development Company
Our client, a multinational, biotechnology product development company has called upon SGA Talent over
the last three years for a number of positions when roles were challenging and their recruiting teams needed
assistance. As a trusted, dependable partner SGA Talent consistently met the goals set by each recruiter and
hiring manager.
A sampling of the roles worked in during 2016
Talent Acquisition Leaders – This assignment lasted for two months and resulted in two hires. The
cost per hire for this position was less than 7%.
Vice President, Quality & Regulatory Affairs – This assignment took four weeks to complete. The cost
per hire for this position was 3%.
Quality Assurance Specialist – This assignment lasted three weeks. Our team provided additional
support to partner’s recruiting team. Within the three week time period we presented three candidates.
Senior Manager, Quality Assurance – This assignment lasted approximately six weeks. Our team
provided additional support to the partner’s recruiting team. We were able to present numerous
candidates during this time period.
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17.
Long-Term Recruiting Partnership:
Big 4 Consulting Firm
Our client is a Big 4 Consulting Company who has been growing a number of their teams and has
called upon us consistently for over five years for recruiting assistance. Our relationship is truly a
partnership. Currently, we are engaged with 8 key assignments in which continuous pipeline
development is yielding on average 1-3 resumes per week ,per assignment.
These highly critical open positions are in Analytics and Information Management practice; with
Advanced Analytics, Big Data Architecture, and Information Delivery experience. The levels are
consultants through director levels.
The weekly goal that is necessary to keep pace with these recruiting numbers requires the addition
of 65 new names per week and the ability to have access to very targeted professionals
requiring recruitment research as part of the overall process. Furthermore it is imperative
that relationships must be created, not to mention nurtured due to the fact that these highly sought
after professionals can be very valuable to their competitors, having said that we, at SGA Talent want
to be the first call when these professionals are ready to make a move.
After just three months results include a talent pool of over 800 plus per assignment, with 3 hires, 3
additional offers and many in the pipeline to be interviewed. Our cost per hire ranges from 6-15% and
obviously well below the 20-25% contingency rate.
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18.
Long-Term Recruiting Partnership:
Multinational Technology Company
Our client is a Professional Services Arm of a Multinational Technology Company and has been a
partner of ours for over 10 years. This relationship has been a true partnership because at any time
SGA Talent could be working on just recruitment research assignments or recruiting, and sometimes
both. Most recently we were retained to identify and recruit Partners for 5 of their major segments;
Industrial, Financial Services, Distribution, Public Sector and Canada.
With changes at the top, we had to identify Strategic Partners who were change agents, ready to be
part of a movement. Exciting, challenging, demanding and exhilarating were how our team felt when
called upon for this work. Given just 12 weeks the work began.
Quickly we assembled a team of recruitment research and recruiting professionals to tackle each of
the 5 sectors, creating a talent pool totaling over 3000 professionals all with emails, direct dials,
biographies in a Google Sheet that was shared with our clients.
Our 12 week projected did extend further out, but the end result was the placement of 4 Partners –
Aerospace, Internet of Things, Retail, and Consumer Goods.
The cost per hire was less than 5% of total compensation.
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19.
SGA Talent Looks Forward to
Partnering with You!
How may we help you achieve your hiring goals?

20.
SGA Talent
Setting the Standards for On-Demand Recruiting & Recruitment
Research Services
Experienced - Dependable - Results Driven
Celebrating 28 Years
Sheila Greco, President/CEO
(518) 843-4611 Ext. 221
sgreco@sgatalent.com
174 County Highway 67.Amsterdam, NY 12010
(518) 843-4611
www.sgatalent.com