Client List
Our client list includes small startups to mid-size firms as well as Fortune 500 companies. Below is a short sampling of our recent clients:
- 3Com
- Accellent
- Advanta Financial Services
- Agencyworks
- AlgoRx
- American Express
- American National Bank
- Amgen
- APAC Customer Service
- Arvato
- Autoliv
- Bank of Denver
- Bank of the West
- Bank of Utah
- Berlex
- Builders Bank
- Cathay Bank
- Cell Genesys
- Centennial Bank of the West
- Citibank
- City National Bank
- Colorado Business Bank
- Comerica Bank
- Convergys
- CR England
- CV Therapeutics
- Dey Laboratories
- Discover Card Financial Services
- Dollar Financial Group/ Moneymart.com
- EastWest Bank
- eBay
- First National Bank
- First State Bank
- First USA Paymentech/ JPMorgan Chase
- GE - OEC Medical Systems
- GE Consumer Finance
- Gene Logic
- Genentech
- Gentiae
- GlaxoSmithKline
- GTX
- Guilford Pharmaceuticals
- Harris Research
- i3 Research
- ICOS
- Idaho Technology
- Immune Response Corp
- InterMune Pharmaceuticals
- Iomega
- Key Bank
- Liberty Bank
- Melaleuca
- Merkafon Teleperformance
- Mission National Bank
- Moore Business Forms
- MyFamily.com
- Myriad Genetics
- National Bank of Arizona
- Nature’s Way
- Neurocrine
- NPS Pharmaceuticals
- Nu Skin
- Organon
- Pacific Mercantile Bank
- Pacific Premier Bank
- Parexel
- Pharmanet
- Philips
- PPD
- Providian Financial
- Siebel
- Siebel Systems
- Sonic Innovations
- STSN
- Symantec
- Target Bank
- Taro Pharmaceuticals
- Teleperformance USA
- The Reese Brothers
- Tularik
- Unither
- US Bank
- Vectra Bank
- Vical
- Washington Mutual
- Watson Laboratories
- WebBank
- Weider Nutrition
- Wells Fargo
- WestStar Bank
- Yahoo
- Zions Bank
Don't just take our word for it – check out some of our recent successes . . .
A Life Science company, developing a new divisional group, struggled to find "right fit" candidates for its small but growing team of professionals. Strong pedigrees, backed by solid experience, and the right personality matches were important to this group. In a short time, we filled two key director-level positions that were not only ideal matches but also were local candidates. Both hires not only saved the expense of relocation but also the candidates were able to more quickly contribute to the team's goals. Neither candidate was actively watching the job ads.
A leading pharmaceutical company needed help fast managing clinical trial data coming for the 30+ different CROs they were working with. Not only did we find them a top biostatistician (one of the 60% of candidates who are not watching ads or job postings) that was used to handling this sort of volume, we also found them contract biostatisticians that were able to help get things back on track quickly and successfully.
A small rural community bank was in desperate need of an experienced Chief Credit Officer to direct their credit operations. They had searched through their local contacts and circle of associates but were unable to find a fit. We were able to locate 18 qualified candidates, five were submitted for review, and the top three were interviewed. The top candidate was hired and started within two weeks of their first interview.
A large regional bank needed two commercial real estate lenders for a previously untapped market. After receiving the order we were able to provide candidates within 24 hours. These candidates were #1 and #2 in their respective companies and were very well known in that market. After a round of interviews, offers were extended, and both candidates accepted. They went on to open the new market for their new institution with dramatic results.
A community bank had a critical need for a Chief Financial Officer – and had been trying to fill it for six months. We filled the position within three weeks of starting the project, with an employed candidate they would not have found on their own.
Having made several IT placements within one division of a large call center service provider and developing strong relationships with HR, they asked us to recruit and find Site Directors for multiple new sites being opened up. Time frames were short, the call centers were large and in remote locations throughout the US . We filled the top position for 6 different sites. We presented roughly 5 prescreened candidates per position/location, offers were extended and accepted. All dates were met and the sites opened up on time.
One of the largest third party call center service providers had a need for a senior level executive to join their staff to focus on growing the revenues of existing accounts. They were looking to find someone better than they had on staff to handle some of their most difficult accounts. The search began by networking with a number of competitor companies to gain assistance in this search. Working on a referral basis only (no job boards were used), we found the person we were looking for after 4+ solid days on the phone. While we presented several qualified candidates who met the client’s needs, the best candidate had not sent his resume to anyone else – after all he had been with his present company nearly 8 years and had only worked for two companies in his 17-year career. An offer was extended and the candidate accepted. Despite repeated counter offers by his present company, the candidate began his new career with our client.