Why pay the big fees for recruiting?What is talent intelligence? Why is data important when you recruit top talent? Why data is king when recruiting skilled talent? What is recruitment research? Who is SGA Talent? Why you should use SGA Talent when recruiting? Read all about SGA Talent and how we can help you recruit the talent you need. Download a copy of our brochure. Experience recruiting in manufacturing, professional services, technology, hospitality, retail, financial services, insurance, consumer products, utilities, government, non-profit, aerospace, Fintech, blockchain..... Human Resources, Finance, Technology, Engineering, Legal, Marketing, Sales,

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www.sgatalent.com
www.sgatalent.com
Providing Talent and
Intelligence to help
companies build
better organizations
2023

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www.sgatalent.com
SGA Talent Overview
Extensive
Experience
• Longest standing
independent research
firm in the country
• Each leader has over 20
years with the firm
• Our research team on
average has over 15
years with the firm
• Huge Networks & Talent
Community
Relationships
Quality
Services
• Ability to customize
solutions
• Fully engaged team
• We never outsource
• Scalable, Agile & Flexible
• Results Driven & Cost-
Effective
Client
Focused
• Our #1 goal is to partner
with our clients to
successfully achieve
their goals each and
every time.
• Full transparency
• Customized Deliverables
The SGA
Talent Difference
• Research First Focused
• Mastered the telephone
research process
• Continues to welcomes
and gain mastery of
modern tools and
resources
• Innovate - We built our
own proprietary AI
database

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www.sgatalent.com
Competitive Intelligence
• Talent Intelligence
• Diversity Studies
• Salary Surveys
• Succession Planning
Recruitment Research
• Talent Pool Development
• Talent Mapping
• Organization Chart Development
• Candidate Profiling
One Company
One Team
Recruiting
• Candidate Pipelining for current
and future roles
• Full Life Cycle Recruiting
• On-Demand
• Diversity Recruiting
• Strategic/Opportunity Hiring
SGA Talent
Offering
Complimentary
Research &
Recruiting
Services

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www.sgatalent.com
Sheila Greco,
Founder
Highlights:
• Developed trusted relationships with talent acquisition leaders and human
resources at Fortune 1000, start-ups, and emerging growth companies.
• Began her career as a research associate with Goodrich & Sherwood, an
executive search company in New York City, and quickly ascended to
Director of Executive Search, specializing in consumer packaged goods
marketing and sales.
• Bachelor of Arts degree in Business and Economics at Hartwick College.
• Volunteers to Hartwick students on topics such as internships,
interviewing, and LinkedIn profile creation.
• Member of the National Association of Executive Females, Society for
Human Resource Management (SHRM), Society of Competitive Intelligence
Professionals (SCIP), and Women in Technology International.
• Speaker and contributor on issues of human resources, recruiting, and
talent management.
• Board Member to Christian Brother’s Academy, Albany New York.
Sheila Greco is the Founder and CEO of SGA Talent, an
“honest and transparent partner,” an industry expert and
proven leader with 30+ years of recruiting experience,
committed to performance, quality, and results. She also
leads the firm’s engagements for senior-level positions
for many of the company’s long-standing clients, with
particular expertise in professional services, healthcare,
consumer packaged goods, and manufacturing.

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www.sgatalent.com
Joseph Morse,
Director Chief Executive Officer,
SGA Talent & Managing Director
28 years with the firm
Highlights:
• Established an atmosphere of transparency with his team, clients, and
candidates and advocates for complete honesty and open
communication.
• Created strong industry relationships that have stood the test of time.
His laser focus on the human side of the industry makes him not only
successful but impactful.
• Enjoys the fast pace often required by client needs, but the foundation
of his success lies in his ability to communicate with and understand
the needs of all parties.
• Recognized as one of the industry’s best “generalists” with deep
knowledge in just about every industry, he continually looks for ways to
grow, both with SGA Talent and in his role as a husband and father of
four.
Whether focused on a client's need or vetting a potential
candidate, Joe is a leader and an impact player striving
to make every interaction a positive one. As
President/Managing Director, he focuses on delivering
quality results to clients and helping the team navigate
through the ever-changing world executive search, while
SGA Talent continues to build a strong reputation as a
leading firm.

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www.sgatalent.com
Anthony Carbone,
Managing Director- President
Executive Search SGA Talent -26
years with the firm
Highlights:
• Diligently trains and develops his team, managing several individual top
talent advisors and research analysts.
• Leads by example with diligent technical abilities and a keen, heightened
collection of personal and relationship skills.
• Address each opportunity from the varying angles of client, candidate, and
position to find professional services talent that positively impacts
financial success.
• As the son of Italian immigrants, Tony is fluent in Italian and strongly
values the importance and validity of others’ perspectives. Built a highly
accomplished recruiting career by holding the success and satisfaction of
others as his paramount goal.
• Holds a Bachelor Degree of Arts in Business from Utica College of
Syracuse University.
• When he is not working, he is busy coaching both of his son’s soccer and
football teams.
Committing to the core roots of recruitment research
and recruiting early in his career, Tony’s motivated
initiative and personal resourcefulness quickly led him to
discover the unique challenges and rewards of
Professional Services & Financial Services recruiting.
Top producing expert, he joined SGA Talent for the open
and collaborative culture, the broad national reach, and
the extensive industry knowledge, which inspired him to
continue to strive for excellence.

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www.sgatalent.com
Our Team Is
Your Team
SGA Talent is one team drawing upon each
individual’s strengths, on a mission to deliver
excellent services, be a valuable partner, and
create long-term, trusted relationships.
We have created a culture whereby all employees
share a strong belief and enthusiasm for the
services we offer and always strive for
perfection. The 16 years’ average tenure is a
testament to that.
We take great pride in what we offer but always
consult with our clients to create custom
solutions.

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www.sgatalent.com
Industry
Expertise
Healthcare/Pharmaceutical/Biotechnology
Retail
Financial Services - Insurance/Banking
Professional Services/Consulting
Technology
Engineering
Consumer Packaged Goods
Construction
Manufacturing
High-Tech
Hospitality
Energy
Education
Advertising- Digital Advertising Agencies
Industrial
Chemicals

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www.sgatalent.com
SGA Talent
United States
Based With A
United States
Focus
The majority of our work is United States focused,
however we have completed projects in:
South
America
Europe
Asia

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www.sgatalent.com
SGA Talent’s
Differentiators
• We are the longest standing independent recruitment research team in the
country
• Our team - Client focused, experienced, knowledgeable, and committed to
success
• 99% of our new business comes from referrals
• We created our own AI database that allows us to search on multiple attributes
• Our proven process - Our use of traditional research methods combined with the
teams mastering of new tools provides an unmatched result to complete talent
pool development
• Our focus is on the United States Market - We know the players, engage with
them and continue to build strong talent pools and networks
• Can partner with clients at the beginning of a project or step in to provide support
at any point to ensure successful completion of the project
• Offer a unique value proposition no big fees - you only pay for results
• Can scale up or down to meet the exact needs of our clients

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www.sgatalent.com
Approach
to Diversity
We start by asking our client: How would you define diversity?
For some, diversity may vary from function to function; for others, it could be across the board.
Once determined, we begin the methodical process that has proven accurate and complete:
01
01
02
Diversity
Mapping
has its own
process
Define
Create
Talent Pool
Categorize
The result is a visual of the team and the players

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www.sgatalent.com
Brian Hunt
Chief Marketing Officer,
Medicare & Retirement
Elizabeth McFay
Regional Chief Executive Officer,
Central
Medicare & Retirement
Kent Money
Senior Vice President,
STARs, Quality & Performance
Improvement
Marilyn Moore
Vice President
Janice Stromburg
Vice President,
Human Capital
Medicare & Retirement
Mark Frye
Chief Distribution Officer,
Medicare & Retirement
Marilyn Marlon
Vice President,
Chief Actuary
Susan Moore
President,
Solutions
Ray Cuevas
Chief Executive Officer,
West,
Organization Chart Example Showing
Diverse Talent Shaded in Yellow
Retiring October 2022
Brett Herman
Chief Executive Officer,
Competitor #1.
9900 Bren Road East
Minnetonka, MN 55343
(952) 936-1300
Dennis McFarland
Regional Chief Executive Officer,
East
Medicare & Retirement

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www.sgatalent.com
SGA Talent’s
Core Services
Not every recruiting assignment is the same. We
realize that and have solved the problem.
SGA Talent is agile, flexible, and can easily adapt to
the needs of each client by providing a wide range
of research and customizable recruiting services.
By offering a continuum of recruiting services along
with tailored solutions, we are ready to help our
clients meet their recruiting challenges.
R
e
s
e
a
r
c
h
R
e
c
r
u
i
t
i
n
g
Customized Competitive
Intelligence

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www.sgatalent.com
Recruitment
Research
Services
Many recruiters assume all potential candidates are on public sources and waste time on inaccurate profiles and a limited 65% of
the talent.
SGA Talent sees these limitations and offers an integrated solution that works:
ü Employing a detective, proactive research method that focuses on building accurate talent pools always with a focus on
diversity
ü The telephone - our #1 research tool – every team member has mastered this tool
ü New technologies and AI tools to ensure creation of a complete talent pool
ü Providing detailed contact information allowing recruiters to connect a minimum of 4 ways
Talent Pool
Development
Talent
Intelligence
Target List
Development
Organization
Chart Mapping
& Diversity
Profiling
Project Insights &
Intelligence

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www.sgatalent.com
Research
Deliverable
“Everything we do is customized,
to include our deliverable.“
You choose the deliverable that works for you.
The information is the same:
• Contact name,
• Company name
• Telephone number
• Email
• Profile (LinkedIn or public profile),
as well as notes of interest.
Word Excel
Organization
Chart

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www.sgatalent.com
Excel Example of Research
Company
First
Name
Last
Name
Titles/Depts/
JobFunction
Address City State Zip
HQ/Main
Telephone
Direct Dial
Telephone
Reports
to
Email Address
General
Electric
William
“Bill”
King
Senior Vice President,
Strategic Development
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5556 william.king65@ge.com
General
Electric Daniel Raskas
Senior Vice President,
Corporate Development
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5557 daniel.raskas01@ge.com
General
Electric Christopher Korves
Vice President, Corporate
Development
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5558
Daniel
Raskas
christopher.korves23@ge.com
General
Electric
Jonathan Kramer
Director, Mergers &
Acquisitions Finance
(Corporate Development)
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5559
Daniel
Raskas
Jon..kramer99@ge.com
General
Electric
Adam Shen
Director, Head of Mergers
& Acquisitions, Corporate
Development, China
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5560
Daniel
Raskas
adam.s.shen@ge.com
General
Electric Jeff Szekeres
Vice President, Corporate
Development, Life
Sciences & Diagnostics
Segment
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5561
Daniel
Raskas
jeff.68.szekeres@ge.com
General
Electric Phillip Whitehead
Vice President, Corporate
Development, Europe
2200
Pennsylvania
Avenue, NW
Washington DC 20037 (202) 555-5555 (202) 555-5562
Daniel
Raskas
philip.199.whitehead@gecom

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www.sgatalent.com
Research
organization
chart example
National Instruments Corporation
(Electronics, Electrical Machinery & Energy Business)
11500 North MoPac Expressway
Austin, TX 78759
(512) 338-9119
Ajit Gokhale
Senior Vice President,
General Manager,
Electronics, Electrical Machinery &
Energy Business
Darcy Dement
President,
General Manager,
Micropross
France
Ian Fountain
Director
Technical Marketing
Steve Johnson
President,
General Manager,
Diligent, Inc.
Seattle
Marcela Maldonado
Head, Systems Research &
Development
Kyle Voose
Director
Automated Production Test
James Kimery
Director,
Marketing, RF & Commmunications
Andy Bell
Director,
Global Academic Product Management
Dave Wilson
Vice President
Product Marketing,
(Software, Academics Customer
Education)

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www.sgatalent.com
Flexible
Recruiting
Options
SGA Talent understands that different recruiting situations and challenges require different solutions. We work to develop the
solution you need.
Our goal is to be an extension of your recruiting team, never to replace it. You no longer need to lock into long-term contracts and
huge monetary agreements.
Consider us your on-call recruiting resource, ready to step in with the timely and flexible recruiting solution you need.
Full Life Cycle
Recruiting
Opportunity
Hiring
Pipeline
Development
Provide Recruiting
Analytics &
Statistics

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www.sgatalent.com
Example of a Recruiting Call Sheet
Stage Name Company Name Title City/State Work Phone Cellphone Notes
Submitted Eric Dunn Invicro, LLC Senior Supply Chain Associate Wolcott, CT 2036957026 He has 3 years of experience. Is looking for a salary above $60K. 3/24/19 sent email (JM)
Submitted Richard Irey Zoetis
Supply Chain Manager External
Supply
Glenmoore, PA (973) 822-7000 (610) 620-4739
Richard has 10 years in Clinical trials and 15 years in supply chain. Looking for 130k or more. He
was laid off from Zoetis due to them moving to Dublin, Ireland. He lives in Glenmoore, PA. Open to
working remote and 10-15% travel
3/6/2019 submit LD 3/5/2019 phone screen tomorrow LD 3/5/2019 sent connect LD
Submitted Lisa Turner Amgen Supply Chain Manager Thousand Oaks, CA (805) 447-3484 8054055417 Looking for salary of $130k. More in line for Senior Manager level. 2/22 inmail sent (RP)
Submitted Spencer Olmsted
PRA Health
Sciences
Clinical Supply Chain Analyst Raleigh, NC 9196184044
Spencer manages supply chain for supplies for their clinical site locations. Looking to make $80-
$90k. Has 6 years of work
Interviewing
Steven Brooks
Pharmacyclics, an
AbbVie Company
Senior clinical drug supply
associate
San Francisco Bay (408) 774-0330 (408) 781-1650
3 years of experience. Currently managing 4 studies which encompasses 120 sites in 12 countries.
Is currently making
Interviewing
Pauline Marano Celgene Supply Chain Management Rahway, NJ (862) 778-8691 (732) 850-1907 She is looking for a base in the area of $135k with 15% bonus. 3/5 email and inmail sent (RP)
Interviewing Kunle Ayeni Almac Group Supply Chain Manager Cary, NC (617) 341-6100 3058427706
Looking for a salary of $120k but is open to negotiation. Might be more inline with Senior Manager
level. 2/25 screen being scheduled (RP) 2/22 inmail sent
Interviewing Bill Key Lexicon Pharmaceut Supply Chain Manager Shenandoah, TX (281) 863-3000 9364942719
Bill has been with Lexicon Pharmaceuticals since 1998 where he worked up from Research Analyst
to his current title
Interviewing Tim Craven Velcro Companies Supply Chain Planner Boston 8577530725
Tim is interested in the role and would be loking for a salary of $95k. Has good experience from
Boston Scientific
Interviewing Donnette Goldsm MedImmune Manager Germantown, MD (301) 633-8528
She is currently making $113k so would be looking for an increase. She doesn’t have a 4 year
degree. 3/13 inmail sent (RP)
Not
interested
Chris Larson
AVANIR
Pharmaceut
Senior Clinical Supply Chain
Manager
Los Angeles (949) 389-6700
2/28/19 she doesn’t want to pursue (JM) 2/25/19 she may have an interest (JM) 2/24/19 sent
inmail (JM)
Not
interested
Xuejun (June) Ya TESARO, Inc.
Supply Chain Planner, Clinical
Supply Chain
Framingham, MA (339) 970-0900 3/18/19 not interested

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www.sgatalent.com
Customized
Competitive
Intelligence
• Company
Profiles/Benchmarking
• Organizational Charts
• Analysis of Strengths &
Weaknesses
• Sales Distribution Methods
• New Product Development
• Manufacturing Capabilities
• Salary Surveys
• Succession Planning
“Clients Come to SGA for Answers”
SGA Talent’s Competitive Intelligence team has grown into a vital
partner to many clients requesting essential information to become a
leader in their specific industry. We collect valuable data and
“connect the dots” to achieve competitive advantages for clients.

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www.sgatalent.com
SGA Talent
Research
Success Metrics
We follow the simple rule, “what gets measured gets managed,
and is a pathway to success.”
For most non-recruiting projects, this is typically what we follow
for metrics:
1
2
3
Set the objectives
Agree upon the timing of the completion
Have a roadmap to meet those goals
Monitor the metrics & results
Change as needed to reach goals
4
5

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www.sgatalent.com
Example of
Research Metrics
The SGA Team was tasked with creating
organization charts of our client’s direct
competitors to identify diverse candidates
Total Spent:
$4,000.00
By the Numbers:
Asian-Americans: 18
African Americans: 22
Latinos: 30
Caucasian: 124
Females: 56
(was all inclusive)
Total Size of
Talent Pool:
250

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www.sgatalent.com
SGA Talent
Recruiting
Success Metrics
Recruiting can be measured easily. For most of our clients
we track the following data:
“When you hire SGA Talent to help with
recruiting, you are hiring a team of experts,
not just a recruiter.”
Size of
Talent Pool
Mix of Talent
Pool
Number of
Candidates
Presented
Number
connected
with
Cost
Number
candidates
screened by
recruiter
Number of
candidates
who made it
Face to Face
Number
who received
Offers
1 2 3 4
5 6 7 8

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www.sgatalent.com
Recruiting
Metrics
The SGA Team worked with the
internal recruiting team to fill
multiple data analytics consulting
roles.
Average cost per hire was
$8,100.00
1095 Applicants Sourced
43 Applicants Screened
34 Applicants Tech Screened
19 Interviews
11 Offers
9 Accepts
79% Recruiter to Tech
56% Tech to Interview
58% Interview to Offer
18% Offer to Accept

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www.sgatalent.com
Need Talent?
We can help…..
518 843-4611