The T. Blair Group executive search and consulting firm was established to address the needs of those companies that were looking for top tier executive talent on a retained or retingency/ engagement search basis. Having said that, we are not opposed to a contingency relationship initially, until such time that we have "earned" your confidence in our capabilities.

Our group has been very successful in addressing requirements for high level executive searches that were being requested by existing and new clients as well. These searches have been primarily focused on the High Technology and Software industries, but have also included executive searches for diverse industries as well.

At T. Blair we take pride in the fact that we are providing a very specialized and "personal" service. Why, because we can affect people's lives and that of their families and "personal" because the candidate that is finally selected can have such a profound impact on your business. It's also "personal" because the selection can have a significant effect on quality of work life. Cultural fit and "chemistry" with your company are also critically important considerations in this "personal" process.

The T. Blair Group consists of highly experienced senior recruiters with over 100 years of "personal" experience in the High Technology industry. Prioritized searches are often conducted for CEO, COO, CFO, CAO, CMO, CRO and President positions in addition to other executive positions such as Director or VP of Marketing, Marketing Communications, Business Development, Sales, Systems Engineering, Human Resources, Operations, Quality Assurance, Customer Service and Support, Manufacturing, Engineering, Procurement, Product Marketing, Product Management, Software Development, Marketing, Technology, Information Systems etc. These searches can be engaged when "time is of the essence" and focused on the top 10% of the executive talent. Our success is based on identifying this top echelon, quality talent that is "not actively" looking to make a change. We feel strongly that there is no substitute for "quality" - in our business or yours.

The T. Blair Group can effectively manage each important step of the search process. We take our motto seriously which is "honesty, integrity, quality, excellence plus urgency = results". This requires diligence in the detailed planning and execution for all phases of our executive search process, which includes:

Introductory Consultation, Research and Briefing
Drafting and Approval of Position Description
Development of Search Strategy and Research
Consultation with Industry Contacts
Identification of Target Companies and Perspective Candidates
Extensive Candidate Screening and Interviewing
Written and Verbal Introduction of Candidate to Client
Interviewing of Candidate by Client
Thorough Reference Checking
Negotiation of Offer and Closing
Periodic and Ongoing Follow-up with Client and Candidate

The T. Blair Group takes "personal" pride in conducting an extensive evaluation and analysis of client's "wants and needs". The process is then focused on working extremely close with you to better understand corporate culture, organization and exact specifications for the executive position to be filled. Job specifications are generated to include a full definition and description of the position, reporting structure, scope of responsibilities, compensation, geographic considerations, etc. Once we have a thorough understanding of the position requirements, we then seek to match these requirements with recruited candidates experience and "wish list". This "personal" matching process has resulted in very high retention rates of placed candidates.

We also pride ourselves in identifying and recruiting the best candidates to fill these important positions for your executive management team. We observe the strictest confidentially and thus, have the ability to tap into our global network and database of top-notch executives. The T. Blair Group brings a tremendous sense of objectivity, analysis and feedback to our customers' human resource and management team throughout the process to ensure timely completion of searches and highest levels of customer satisfaction.

We would also like to "thank you" in advance for your consideration in allowing us to "earn" your business!

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Why A Retingency Agreement?

This question comes up occasionally from new clients. This is how we respond…

1. Exclusive Rights (Client and the T. Blair Group Benefit)
Client gets exclusive rights to candidates. If working under a retingency agreement, the agreement states that I (the recruiter) will not market the candidate to another firm. Client commits to us and we commit to Client .

2. Higher Quality Candidates (Client Benefit)
Working with multiple recruiters encourages haphazard and shoddy work. Why? The "who gets the candidate first" results in a track meet mentality encouraging many recruiters to send in candidates without prescreening them first. At best, it results in poor screening, because it takes time to screen a candidate properly. In a track meet, time works against the contingency recruiter. Therefore, more marginal candidates are presented which creates more work for Client .

3. Focused Coverage (Client Benefit)
Working contingency fosters more of an unfocused and hurried approach to working on any assignment, because there are no guarantees for the recruiter. Because there are no guarantees, the recruiter is forced to work on more assignments to improve the odds. In addition, the lack of commitment from the employer makes it easier for the recruiter to drop one assignment in order to work on one that the recruiter may feel more confident in being able to fill.

4. The Best Candidates (Client Benefit)
While contingency recruiting can work in filling assignments, it sometimes encourages recruiters to "cherry pick" candidates who are readily available. Many times these are the best of the unemployed, unhappy or candidates that are just sitting in files. They are the "easy to get to" candidates who could be hired quickly, but who may not be the most qualified. Again, consider the time factor. This leaves out the whole realm of candidates who are working but are not on the job market. These employed candidates are many times the highest-qualified candidates. It takes cold-call recruiting to get to this segment. That takes time and effort and this works against the contingency recruiter.

5. Confident Candidates (Client Benefit)
Two or more recruiters calling the same candidate about the same opportunity can result in the candidate resisting the opportunity. Why? It indicates that Client does not have confidence in any one recruiter to work on the assignment. If the client does not have confidence in one recruiter, then the candidate receiving multiple calls may question the confidentiality of the relationship. The concern this creates for the potential candidates can result in a reluctance to nominate themselves for the position.

6. We keep you informed through the whole process (Client Benefit)
Our process requires an up front engagement fee and the exclusivity to work on the assignment. For this we guarantee to present qualified candidates within a reasonable amount of time. Client is continually kept informed as to the progress of the search assignment. Expectations would be as follows:

a.	A detailed position description would be developed with the cooperation of  Client and our firm.
b.	A signed agreement for the services is required after a determination is made that we will be able to produce satisfactory results
c.	Client is invoiced for the retingency engagement fee (deposit) which is due upon the signing of the agreement.
d.	This fee is applied to the final invoice when the search is competed.
e.	If the search is either filled by Client or cancelled, the fee is then applied to the very next search or the search of Client 's choice.

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Biography of Jay Soshnick

In 1994, Jay Soshnick founded Adam Jordan Associates the leading executive search firm in the Software Industry. Adam Jordan Associates is a national placement firm that specializes in placing qualified candidates in the software industry. Adam Jordan Associates' clients include venture backed Pre-IPO, midsize and billion dollar software vendors. Jay has successful recruited Vice Presidents, Directors and individual contributors in Sales, Pre-Sales and Technical Consulting.

Jay prides himself in understanding the corporate culture, core competency and mission statement of each of his client. Then identifying the best candidate suited for success within the competitive landscape of the specific client.

Jay Soshnick grew up in New York City and attended the State the University of New York where he received his Bachelor of Science Degree. Upon his earning his degree, Jay spent twelve years living in the Boston area working on the Route 128 Technology Highway. Jay currently lives in Parkland, Florida with his wife Loren and his two sons Adam and Jordan.

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Biography of Peter Leichliter

Peter Leichliter is a leading professional in retained/engagement executive search and consulting industry. His thirty plus years of experience in recruiting and advanced technology compliments his background and experience in sales, marketing, product marketing, systems engineering and product development.

Prior to his current position as Managing Partner with the T. Blair Group, Peter Leichliter was the Division Director of High Technology recruiting with American Recruiters. In this position, he built the High Technology Group from the ground up in the 5 years he spent at American. Peter Leichliter has successfully recruited for numerous corporations and has placed key executives in highly visible Director, Vice President and C-level positions throughout the industry. He is currently a member of the Board of Directors for American Recruiters.

Peter Leichliter's hands on management style and knowledge of the computer industry has allowed him to truly understand client's wants and needs for critical staffing assignments. He has held various positions during his twenty-five years with the IBM Corporation such as Customer Satisfaction Executive, Branch/Regional Manager, Market Operations Director and Executive Briefing Center Manager. His knowledge of the industry and executive staffing skills has been apparent with the "results" he has attained. These results are clearly demonstrated in very low turnover and carefully qualified solutions; matching the right individual with the right company to form a synergistic team empowered for success.

Peter Leichliter is a Florida native and grew up in Baltimore, MD. He then lived in New York for 17 years during his IBM career. He then relocated back to Florida with IBM in the early personal computer days prior to his career in executive recruiting. Mr. Leichliter completed his undergraduate work at the University of Maryland and Pacific Western University with a B.Sc. in Business and Marketing graduating Summa cum Laude. He also completed the Executive Education Program at the University of Pennsylvania's Wharton School of Business. Peter Leichliter has one son, who is eight years old, named Timothy Blair Leichliter.

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