CARING IS
THE ULTIMATE
COMPETITIVE
ADVANTAGE
A deep network. Unwavering integrity. Genuine
concern for our clients and their needs. That’s the
Peckman Difference, and it’s the approach that has
helped us become the premiere executive search
service for the Pacific Northwest and beyond.
At Peckman Search Partners, we truly believe that
Caring is the ultimate competitive advantage.
We take a common-sense approach to recruitment
and pledge to clients’ complete satisfaction, and
that makes the Peckman Difference.
WHY
PECKMAN?
Our commitment to transparency means that how we do what we do is no
secret. We don’t take shortcuts or become unavailable and incommunicado,
because that’s not how we would want to be treated. In fact, it is common
sense and the Golden Rule that form the 5 lynchpins of our approach, what
we call the Peckman Difference.
We Work Until the Job is Done. Our commitment to our client begins with the development of a comprehensive
job description and hiring plan that includes a needs assessment and takes into consideration the company’s longand short-term goals. Peckman’s thorough candidate profiles mean no surprises; who you see on the page is who you
will see at the interview. And when the time comes to negotiate salary, our experts in executive compensation will
ensure a fair outcome for all parties.
We Embrace our Network. Peckman’s deep network of 10,000+ connections has been lovingly cultivated since
well before our launch. Constantly evolving, it contains information not only on candidates’ skills but intangibles
that help ensure a perfect fit.
We Value the Importance of Recruiter-Client Communication. The only way to stay on track during a
search is to install an open, two-way line of communication between our recruiters and clients. When you call, we
will answer – it’s as simple as that.
We Respect our Clients and our Candidates. There is no way to sustain a successful business over time if you
don’t treat people the right way. We want our candidates to know their own worth and our clients to rest easy in the
understanding that Peckman will deliver on what we promise.
We Have Fun. Peckman’s recruiters have the confidence that comes from years of experience and the certainty
that we know what we are doing. We don’t need to sweet-talk, double-talk or overstate our abilities to our existing
or potential clients and candidates, because we are secure in our position as the retained-engagement leader in
the Pacific Northwest.
HOW
WE
WORK
At Peckman Search Partners, we believe in open communication and complete
transparency. Our methodology has been honed over the years into an efficient
and thorough process that is supremely effective as well as fair for both sides.
Here is a bit about how we do what we do.
Step 1: Client Consultation. What Company A needs in an executive isn’t the same as what Company B is looking
for, so why would they share a generic job description? Instead, we interview key team members to get a thorough
picture of the client’s business itself—its structure, climate, current needs and long-term goals—as well as what factors
each hiring participant sees as vital to a successful engagement. From there we can develop a unique and thorough
targeted job description that takes intangibles such as personality and emotional intelligence into account alongside
skills and experience.
Step 2: Networking. After establishing a comprehensive candidate profile, we reach out to the 10,000+ members
of our global network of prominent executives at both established companies and hot start-ups and headhunt within
targeted industries to find the perfect fit for your particular opportunity.
Step 3: Screening. Our process includes interviewing and vetting candidates in the market for competencies, plus
previously identified must-have traits such as pro-activity, diplomacy, strategic thinking and grace under pressure.
Our years of experience help us delve beyond basics such as reference checks – which are exhaustive – to get to know
the real individual behind the resume. We keep all collected data about our Clients/Candidates in our proprietary and
confidential database. We do not share, sell, or rent your personal information with third parties without your prior
consent and never for their promotional use.
Step 4: Conducting Interviews. At this point, we will meet with you to review together the comprehensive
overviews of each candidate who made it through our thorough screening process so that we can identify precisely
with whom you’d like to speak. We will steward all aspects of the subsequent interviews, including follow-up and
feedback from the interview team, to ensure that clients and candidates are in synch and can focus on the interview
itself rather than the logistics.
Step 5: Putting Feedback to Use. After each interview, we gather feedback from candidates regarding his or
her perception of how everything went and incorporate the information into a detailed recap for the hiring team’s
use. At our client meeting, we will discuss each finalist and consider the best fit for the position. Once an ideal candidate
is decided upon, we take the steps necessary to seal the deal.
Step 6: The Close. We will work with you to craft a compensation package and then communicate all critical points
to the targeted candidate. Our fair-minded negotiations will ensure mutual clarity and satisfaction for both sides..
THE
PECKMAN
DIFFERENCE
The most innovative, fair-minded pay structure of any retained recruitment firm.
“Performance-Based Hiring” is a concept developed at Peckman Search Partners. that we believe
in and have found that our clients really appreciate.
In traditional retained search firms, clients pay one third of the recruiters’ fee up front, one third
halfway through and the final third at the end of the search, whether or not a successful
outcome is achieved.
We don’t think that’s fair. Our straightforward pricing model includes only an up-front sourcing
charge and a final payment equal to a hired candidate’s first-year salary. Another key difference:
We continue the search until a successful placement is made, and we don’t accept payment
until our client lets us know that he or she is completely, utterly, over-the-moon satisfied.
Thanks to our proven track record, many of our clients are repeat customers who first ask for
help in building an executive team and then come back to fill other positions. For these frequent
flyers, Peckman accepts a monthly retainer so as not to gouge clients who have come to trust
us; to us, any other payment structure would be biting the hand that feeds us, and it would just
feel wrong.
We are proud to have created the concept of Performance-Based and monthly retainer models.
While others may emulate our approach, we don’t know of another firm out there with the
experience and expertise to execute the model in quite the same way. Then again, there isn’t
another firm out there like Peckman Search Partners.
READY
TO GET
STARTED?
Peckman’s goal is to complete an engagement within 90 days. However, we
aren’t done until you are satisfied, no matter how long it takes. From our first
meeting until this next member of your team is placed, we will be working to
ensure your absolute satisfaction.
In order to begin our collaboration, we need to finalize a recruiting contract,
then meet with the hiring team to create a job description and establish
expectations. We will then post the position on the Peckman website, send it as
an announcement to members of our extensive network and begin the process
of identifying and securing the right person for the job.
Get in touch with us today!
peckmansearchpartners.com
[email protected]
253.312.3475
SATISFIED
CLIENTS
We are proud of all our wonderful partners, who span a wide range of industries,
from traditional consumer service to B2B and B2C. Here is a small sample of
some of the amazing companies with whom we have worked on C-level
engagements, including those for CEO, COO, VP, CTO and directorship positions.
CLIENT
REFERENCES
To fully understand what we can do for your business, talk to someone who has
been right where you are now.
Challenged with selecting a recruiting firm to help them grow their businesses the
right way, with an eye on long-term success and a heightened level of caring and
personal attention, they each chose Peckman. While these companies are varied in
size, scope, mission and focus, each have become satisfied and loyal members of the
Peckman Search Partners family and would love to share their experience with you.
Allrecipes.com, a division of
Meredith Media and Marketing
Gail Love, VP of Human Resources
[email protected]
206-484-4911
DocuSign
Lynda Mills, Director
Human Resources
[email protected]
206-219-0182
Tideland Signal Corporation
Matt Scheuing, CEO
[email protected]
425-246-3377
Maveron
Clayton Lewis
[email protected]
206-288-1710
Juno Therapeutics
Robin Andrulevich, VP of People
[email protected]
206-898-3871
ABOUT
GINA
PECKMAN
Is Gina Peckman the real-life superhero of executive recruitment? Well, more than a quartercentury of fulfilling engagements has honed those senses to dizzying levels. Instinctively,
she appreciates that the intangibles are what make a particular candidate not simply
qualified but just right. Known in her field as the powerhouse founder of Dynamo Recruiting,
perhaps Gina’s true superpowers are her knack for evolution, reinvention, and striving to
uphold the principles of the industry she helped build.
Throughout the past decade, she's maintained this powerful vision, working with a "who's
who" list of Pacific Northwest clients that includes top start ups-as well as Fortune 500
enterprises-all of whom have benefited greatly from her expertise in the talent acquisition
and management arena. Having completed hundreds of executive placements to date, along
with numerous mid-management and technical search, Gina knows exactly how to
showcase an employer's job opening, product offering and cultural aspect to attract and
close deals with top performers from around the globe.
Gina is the standard-bearer for Peckman Search Partners and all that it embodies: sustained
experience, uncompromising integrity, and a personal connection and steadfast
commitment to clients and candidates. As leader of the only company to bear her name,
Gina champions its values and mission to create rewarding connections.
As for those rare occasions you won't find Gina sealing the deal on a new hire or finding an
innovative new way to add value to her clients, you'll likely spot her on a scuba diving trip,
hanging out with her family or making trouble on her snowmobile!
SUPERPOWER: FIRE
Gina’s superpower is her fiery personality, but others would say it’s her warmth—which is a
slight, but significant, difference. Either way, we say: Flame on, Gina!