Ropella Search Process

The Ropella Search Process
ABetterProcessfor
BuildingaBetterTeam.
TM

Paints &
Coatings
Plastics &
Rubber
Global Chemical
Industry
Pharmaceuticals
& Nutraceuticals
Food &
Beverage
Cosmetics &
Personal Care
Soaps &
Detergents
Aerospace
Biotech
Nanotech
Genetics Biopharma
Textile Dyes
& Leather
Pesticides &
Herbicides
Petrochem
Fuels &
Lubricants
Paper
Water & Waste
Treatment
Automotive
Glass &
Ceramics
Fragrances
& Flavors
Wood & Building
Materials
Asphalt &
Concrete
Electronics
Pigments
& Colors
Oil Fields
& Refinery
Mining &
Minerals
ROPELLA:
The Industry and
Technology Leaders
ROPELLA
Market KnowledgeCompare ROPELLA is the worlds leading chemical industry executive
search firm with extensive knowledge and participation in the
following chemical industry niches:
n Soaps and Detergents Additives
n Cosmetic and Personal Care Ingredients
n Pharmaceutical and Nutraceuticals Ingredients
n Food and Beverage Ingredients
n Flavor and Fragrances
n Paint, Coatings, Inks and Adhesive Additives
n Plastic and Rubber Additives
n Electronics Chemicals, Fuel and Lubricant Additives, Water
Treatment, Paper Chemicals and other Commodity and
Specialty Chemical Applications
We are also now regularly“crossing over the fence”and serving
many Fortune 500 consumer products companies that make
products heavily based on chemicals – or what’s referred to as
“Allied Industries.”Clients such as:
n Soaps and Detergents Manufacturers
n Cosmetic and Personal Care Manufacturers
n Pharmaceutical Manufacturers
n Food and Beverage Manufacturers
n Paint, Coatings, Inks and Adhesive Manufacturers
n Plastic and Rubber Manufacturers
We are also building our reputation as a leader in Executive
Search in the following high-technology industries:
n Nanotechnology
n Biotechnology
n Medical Technology
n Aerospace Technology

ROPELLA
Web SiteCompare
www.ropella.com
Candidate Resources
Including tips on preparing
resumes, how to interview,
industry articles and other
information.
Client Resources
Including tips on effective
recruiting, industry articles
and other information.
Industries we serve
Overviews of our involvement in
various industries.
Most everyone will turn to the web today when thinking about a career change. We
have worked to make sure someone looking for a position in the chemical and allied
industries comes across our web site first. And when they do, ropella.com is full of
resources—for candidates as well as our clients. Candidates can find tips on preparing
resumes, how to interview, and industry articles.
The fact that ropella.com becomes a resource for candidates means that we have their
attention when we call.

ROPELLA
Client ExperienceCompare
Surfactants Plant Manager
Agric. Chemicals Sales Representative
Surfactants R&D Formulations Chemist
Vice President Sales & Marketing
Discovery Research Chemist
Senior Applications Development Chemist
Commercial Development Manager
Surfactants National Sales Manager
Surfactants Technical Service Manager
Specialty Polymers Global Business Director
Europe - Food Ingredients Director of Marketing
Europe - PC Account Manager
Toronto Canada - Account Manager
South East - PC Account Manager
PC & Detergents - Global Bus. Director
PC & Detergents - Product Manager
Distributor Sales Manager
Mexico City - Account Manager
East Coast - PC & Detergent - Sales Rep.
Senior Research Chemist
PC & Detergents - Applications Chemist
National Sales Manager Pharmaceutical Solutions
West Coast - PC & Detergent - Sales Rep
Pharmaceutical Excipients New Bus. Dev. Mgr.
CGMP New Bus. Dev. Mgr.
Oil Field Applications Chemist
Surfactants Research Associate
Principle Scientist
Vice President Sales
Vice President Sales & Marketing
Chief Technology Officer
Chief Sales & Marketing Officer
Director Applications Technology
Recent Searches
“I was very impressed with the high level of
professionalism and attention to detail that you have
brought to this job search.”
Richard C. Higgins, Global Sales Director, Personal Care
National Starch & Chemical Co.
“I want to express my appreciation for the excellent
executive and professional search efforts you have
expended on behalf of Stepan…I truly appreciate the high
standards under which you operate your firm.”
Richard L. Larsen, Corporate Personnel Director
Stepan Company
“Your service has been consistently superior to that
provided by other recruitment firms that we have used.
Kenneth J. Rowe, Vice President
“what I really like about R&A is that they stay with you
during the whole process, and I highly recommend them
as an outstanding recruiting firm.”
William R. Strother, Jr.
Market Manager, Crop Protection
Client Comments
“Your work was truly professional, and the results were
impressive…we look forward to having ROPELLA handle
our future requirements.”
Robert J. Wisniewski
President & CEO
“As always, you have done a superb job of understanding
our staffing needs and presenting a‘short list’of highly
qualified candidates.”
Gary D. Garman, Sales Manager-Americas
Personal Care & Pharmaceutical Division
Over the past twenty years, ROPELLA has successfully worked with many of the
worlds largest multi-national corporations, including many highly recognized Fortune
500 companies. We’ve also developed preferred provider partnerships with many
extremely successful medium-sized niche market leaders and have even completed
searches for many small companies, start-ups and even venture capital firms.

ROPELLA
ReputationCompare
ROPELLA Corporate Marketing Materials
Thanks to our 20 years of hard work and success, today
ROPELLA is regarded as the leader in Executive Search
for the chemical and allied industries. An important
factor has been a consistent and relevant brand. We have
invested extensively in advertising, marketing, and public
relations campaigns, as well as trade show attendance
and travel to industry headquarters for face to face visits.
Patrick Ropella, a trusted name for
Executive Search and Consulting in
the Chemical and Allied Industries,
is now doing even more to grow
great companies with Leadership
Development and Organizational
Improvement programs.
Ropella brings together a team
with an established record of
improving productivity and the
bottom line in some of the largest
multinational firms across the globe.
Our individually tailored programs
are the result of years of research
into the best practices in Leadership
Development and have been
proven successful in a wide range of
organizations.
Give us a call today to find out how
we can help your organization
dramatically improve its results.
Leadership Development and
Organizational Improvement
Ernie, Bob and Patrick, together with their team, bring many years of leadership
development experience with some of the world’s most successful organizations, including:
www.RopellaGroup.com
850.983.4777
Ernie Webb
Bob Carroll
Patrick Ropella
Articles and display
advertisements in global
trade magazines
E-mail News Bulletins, Opportunity Reports, Talent
Reports and Insights into Excellence Newsletter
Classified advertisements
in trade journals and
association newsletters
Ropella grows great companies through
Executive Search, LeadershipTransformation,
and Organizational Improvement.
www.ropella.com < 850.983.4777
6480 Highway 90, Suite A, Milton, Florida 32570
Everyday, we help grow some of the
world’s largest companies from right here
in Milton. What can we do for you?
Ropella is the leading executive search and consulting firm specializing in the chemical and
consumer products industries.We help many of the world’s largest companies find, hire, develop, and
retain their most important competitive advantage—talented people. A few of our clients include:
We are ready to improve productivity and the bottom line of companies here in Northwest Florida as
well. Give us a call and put our people and our process to work for you today.
JoinusforaWorkshopon
$25 per person
Proceeds support Santa Rosa County Schools. For more information
or to sign up, call or visit www.ropella.com/workshops
Criticalskillsforfrontlineemployees
intoday’seconomy!

The ROPELLA Search Preparation Process is a four-step
information gathering process.
1) A thorough evaluation of your web site and review of your
Position Description
2) Interview of the Hiring Manager, and, if appropriate, the
new hires subordinates and peers
3) An interview of the Human Resources Representative
4) Completion of our Search Prep Questions document
Ropella page 5
Ropella page 4
Ropella page 3
Ropella page 2
6480 Highway 90, Suite A | Milton, Florida 32570 | 850-983-4777 | Fax: 850-983-1627 | www.ropella.com
Information Gathering needed to conduct a search.
We need you to invest a few minutes completing the following list of questions so that we can most
effectively present your opportunity. We want to be sure to completely understand your organization and
what the ideal candidate skills and abilities should be. We also want to be able to make a powerful
presentation in such a way that no good candidate would turn away for lack of quality information or an
enthusiastic presentation.
First Things First:
Please email the position description? (If the position description “completely” answers any of the
questions below just say: “see PD” & we’ll pull what we need from the PD.
Table of Contents
Company & Contact Information
Position/Responsibilities Basics
Value This Position Holds in Organization
Interview Process
Opportunity Selling Points
Management Bio
Corporate Culture
Pre-Handling Candidate Objections
Sourcing/Targeting Prospective Companies & Candidates
Compensation/Benefits & Relocation Issues
Search Prep Process
10 Questions
8 Questions
10 Questions
6 Questions
4 Questions
10 Questions
6 Questions
8 Questions
6 Questions
10 Questions
Typically, our company questionnaire
has more than 60 questions on a range
of subjects so we will know everything
we need to know to successfully fill your
position.
Search Prep
Process
Candidate Profile and
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Time Line Ropella Proposal
Opportunity
Marketing

Opportunity Marketing
Avatar Corporation
Vice President of Sales
4
Ropella & Associates | Executive Search and Consulting — Chemical and Allied Industries | www.ropella.com
Products
Food
Avatar produces and sells a wide range of food ingredients, release agents,
and lubricants intended for both direct and indirect food contact. Typical
application areas are baking, meat processing, flavors, processed cheese,
confectionery, and many others. Most of Avatar’s food grade products are
certified Kosher by the Organized Kashrus Laboratories, “Circle K”.
Personal Care
Avatar supplies ingredients for use in widely varying applications in the
personal care industry including haircare, skin care, oral care and pet care.
Functions provided by these products include cleansing, conditioning,
moisturizing, emolliency, lubrication, solvency, gellation, viscosity
modification, emulsification, humectancy, opacification, pH modification,
moisture retention/resistance, preservation and oxidation retardation.
Specialty
A majority of Avatar products are designed to meet the needs of the food,
pharmaceutical and personal care industries. However, a large number of
these products also are used in many specialty industries, such as, candle,
crayon and disposable tableware production and increasing numbers of
industrial processes and finished goods developed as environmentally-friendly
and safe for humans and animals.
Environmentally-benign technical grade materials also are offered, such as,
Avatech technical grade white mineral oil, petrolatum and glycerin, as well
as, a number of innovative, food grade-based release agents designed for
specialty industrial applications.
Pharmaceutical
Avatar produces and sells various products to the pharmaceutical industries.
Some of these include excipients, diluents and vehicles for drugs,
preservatives, and solvated preservatives for medicated hospital wipes.
Avatar Corporation
3
Avatar has recently completed a new 75,000 square foot addition to
their original 40,000 square foot facility. The above picture represents
the planned expansion (façade and corporate offices) being prepared
for completion. There are also two rail spur tracks being installed Q4
2006. Avatar is also completing a brand new exercise facility within the
current Headquarters building and doubling the size of the laboratory.
Michael L. Shamie, President–CEO and Founder
Mike Shamie is the President–CEO and majority shareholder of the
Avatar Corporation. He completed his undergraduate education at the
University of Chicago. He began his career in the lab with Akzo Nobel.
He developed his sales and administrative skills at Holland Applied
Technologies (www.hollandapt.com). In 1982 he founded Avatar
Corporation and has very successfully grown it into a multimillion-
dollar enterprise. He is an entrepreneurial manager, a long range
strategic planner and possesses the visionary skills to take Avatar
Corporation well into the future. Mike resides in Fort Lauderdale,
Florida and commutes. He is married and has two children.
Philip J. Ternes, Executive Vice President–COO
Phil Ternes is the Executive VP–COO and a shareholder of Avatar
Corporation. He has a Bachelor’s Degree in Biochemistry from Northern
Illinois University. He began his career as a sales representative for the
C.P. Hall Company and then became the National Sales Director for
Distribution. In 1990, he joined Avatar and has been with them for the
past 16 years. Philip is responsible for the day to day operation of the
company. He considers himself to be much more of a tactical manager.
He is married and has four children.
Avatar’s Future
Headquarters
Avatar Corporation
2
Avatar Corporation
Founded in 1982, Avatar Corporation is a manufacturer and distributor
of raw materials and ingredients for the food, drug, and cosmetic
industries. They are a privately held, Illinois corporation.
Their principal offices and plant are comprised of an 115,000 square
foot building located on a 70-acre site in University Park, Illinois. They
operate in full compliance with current Good Manufacturing Practice
(cGMP) and have been assigned a Permanent Drug Registration
Number by the US Food and Drug Administration (FDA).
Avatar is on target to be the leader in specialty release agents and
lubricants for the food and drug industries. They currently have over
$40 million in annual sales and are growing at an average of 15-20%
per year.
The majority of their sales is currently east of the Mississippi with
significant plans to further expand sales into the West Coast, Canada,
and Mexico. Sales by market are: Food 60%, Pharmaceutical 10-15%,
and the balance in Personal Care. Their accomplishments and efforts
are recognized and supported by a growing number of the finest
companies in the food, pharmaceutical, and personal care industries.
Avatar’s goal is to broaden its scope beyond process aids and to
expand into Human and Animal Nutrition and other emerging market
niches through organic growth and through acquisitions.
Individualized customer service is a high priority at Avatar Corporation
and the teamwork essential to achieve this service is evident. Special
emphasis is placed on the production and packaging of exceptionally
high quality materials and ingredients with strict adherence to very
high quality control protocols.
Phil Ternes,
Chief Operating Officer
and Mike Shamie,
President and CEO
6480 Highway 90, Suite A | Milton, Florida 32570 | 850-983-4777 | www.ropella.com
Executive Search and Consulting
Chemical and Allied Industries
Ropella & Associates
COMPANY
Avatar Corporation
POSITION
LOCATION
University Park, Illinois
For more information contact:
Jeff Bennett
Executive Search Consultant
Ropella & Associates
Bennett@ropella.com
850.983.4871
Our Opportunity Marketing Piece
is a custom sales brochure for each
position.
1
2
3
4
5
6
After ROPELLA completes the Four-Step Search Preparation
Information Gathering Process we then create a custom designed
Marketing Piece and Skills Survey specifically for this particular
search.
We typically outline in the Marketing Piece items of interest
candidates would liked addressed like: profits, sales, product and
market information, including corporate culture on the Parent
Corporation, the Division and the Group the position is based in.
Additional points of interest, positive press and then the Position
Description as provided by the client is inserted.
We also cover biographies on the hiring manager and key
influencers included in the interview process and sometimes
even information on subordinates reporting to the position—if
appropriate. Then we round out the Marketing Piece with
comprehensive details and links on the community the position is
based in.
We then take what our client is telling us the candidate should
have for experience, education, skills and abilities and turn these
requirements into questions, thereby creating a Skills Survey (job
application) custom designed for this specific search.
E-mail Opportunity Reports
get the word out about new
positions fast.
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

Ropella page 3
Ropella page 2
AVATAR – VP of Sales Skills Survey
Please respond by typing your answers directly into this document.
Then, email it to bennett@ropella.com
Name: Robert D. Smith
Date: April 7 2006
1) Outline University Degree(s) with dates. Please provide the Name, the Location and the Phone
number of each Institution and YOUR SOCIAL SECURITY NUMBER (so we can conduct degree
confirmation check.)
MS ChE, Sept. 1983, Massachusetts Institute of Technology, Cambridge, MA, (617) 253-1000
BS ChE, June 1982, California Institute of Technology, Pasadena, CA, (626) 395-6811
2) What is your experience with developing and manufacturing of powders or advanced materials by
high temperature processes or solution processes?
I have more than 20 years of experience in high temperature processes for nanopowders. Most of my
experience is in development, piloting, and scale-up of processes and products for carbon black. At different
points in my career, I have led commercialization efforts from within R&D and from within Manufacturing.
Finally, I have some recent experience as a Technology Manager in solution processes for nanomaterials.
3) What is your experience with developing advanced material solutions for value added
applications? What steps were taken? What was the time needed from start to completion of the
projects? Illustrate with some success stories.
The time required to develop an advanced material solution can vary dramatically depending on the
technology and the market. I am currently leading a project to commercialize a new material for tires. This
effort has been ongoing for more than 7 years, which is typical of the long adoption cycles of major tire
companies.
At the opposite end of the spectrum, I led a project to develop new materials for analytical chromatography.
I researched the market, developed an entry strategy, wrote the business case, and located a partner
company. I negotiated a joint development agreement, and combined Cabot’s surface chemistry with the
carbon particles developed by the partner. The new product was launched within one year.
4) Have you led any projects that involved dispersions or slurries of ceramic or metal powders?
I have not personally led any projects involving dispersions of ceramic powders. Because of Cabot’s
association with Cabot Microelectronics, I have a general familiarity with the technology.
Executive Candidate
Skills Survey & Profile
A custom Skills Survey is
created for each position.
The information provided by an Executive Search Consultant should allow the client to
very clearly assess the skills fit and hiring issues for each candidate before the formal
interview process begins. That’s why Cover Letters that specifically spell out why the
candidate feels he or she is interested and qualified are requested of the candidate and
why we ask candidates to complete the comprehensive Skills Survey.
We do not write resumes, cover letters or complete skills surveys for candidates at any
time. We provide a detailed explanation from interviews with the candidate as to why
he or she is interested in a change or considering your opportunity. We also provide a
written explanation for past job changes as this can help with screening and can tell you
about what organization best fits the candidate’s career goals and corporate interests.
We then outline total compensation details and all circumstances surrounding the issue
of relocation, including the spouse, family, etc.
Robert D. Smith rdsmith@alum.mit.edu
119 Roosevelt Road (978) 261-5432 home
Acton, Massachusetts 01720 (978) 671-7891 work
Objective
Director/VP of Technology for a medium-sized specialty chemicals or advanced materials company,
requiring significant performance improvement and/or intelligent implementation of new technology.
Overview
Innovative Manager with international experience commercializing new technologies and leading global
change:
! Change Management and Quality Systems – Recognized expert in implementing tools and
procedures to achieve uniform manufacturing practices across a global manufacturing system. Able
to create enthusiasm and commitment for change in challenging environments.
! Technology Management – Proven track record for increasing manufacturing effectiveness and
improving product quality using advanced technology. Able to resolve complex technical problems at
both the global and the local level.
! New Product Development – Experienced in collaborative new product development and
commercialization, including negotiating partnerships, technology licensing, and joint development
relationships.
! Leadership Capabilities - Pioneered major global change efforts by building strong results-focused
teams. Key player in the establishment of a global technology center.
Experience
Cabot Corporation, Billerica Technical Center, Billerica, Massachusetts
Director, Carbon Black Research & Development 2005 – present
Director, Rubber Blacks Research & Development 2002 – 2005
Managed both process and new product development for Cabot’s largest business unit. Developed a
breakthrough material for truck tires. Modified a mature manufacturing process to further reduce
manufacturing costs by 10%.
Manager, New Business Development 2000 – 2002
Developed and executed a business plan to use Cabot’s fine particle and surface chemistry expertise to
enter an entirely new market – chromatographic materials. Established key partnerships, and moved
from concept to commercial product within the first year. Achieved sales of $0.5 million in the year after
product launch.
Managed all aspects of the new product launch, including intellectual property, safety, health, and
environmental issues, brand creation and marketing communications, sales force and distribution
channels, and technical support. (Received Global Award for Excellence)
Director of Manufacturing Technology 1997 – 2000
AVATAR – VP of Sales Skills Survey
Please respond by typing your answers directly into this document.
Then, email it to bennett@ropella.com
Name: Robert D. Smith
Date: April 7 2006
1) Outline University Degree(s) with dates. Please provide the Name, the Location and the Phone
number of each Institution and YOUR SOCIAL SECURITY NUMBER (so we can conduct degree
confirmation check.)
MS ChE, Sept. 1983, Massachusetts Institute of Technology, Cambridge, MA, (617) 253-1000
BS ChE, June 1982, California Institute of Technology, Pasadena, CA, (626) 395-6811
2) What is your experience with developing and manufacturing of powders or advanced materials by
high temperature processes or solution processes?
I have more than 20 years of experience in high temperature processes for nanopowders. Most of my
experience is in development, piloting, and scale-up of processes and products for carbon black. At different
points in my career, I have led commercialization efforts from within R&D and from within Manufacturing.
Finally, I have some recent experience as a Technology Manager in solution processes for nanomaterials.
3) What is your experience with developing advanced material solutions for value added
applications? What steps were taken? What was the time needed from start to completion of the
projects? Illustrate with some success stories.
The time required to develop an advanced material solution can vary dramatically depending on the
technology and the market. I am currently leading a project to commercialize a new material for tires. This
effort has been ongoing for more than 7 years, which is typical of the long adoption cycles of major tire
companies.
At the opposite end of the spectrum, I led a project to develop new materials for analytical chromatography.
I researched the market, developed an entry strategy, wrote the business case, and located a partner
company. I negotiated a joint development agreement, and combined Cabot’s surface chemistry with the
carbon particles developed by the partner. The new product was launched within one year.
4) Have you led any projects that involved dispersions or slurries of ceramic or metal powders?
I have not personally led any projects involving dispersions of ceramic powders. Because of Cabot’s
association with Cabot Microelectronics, I have a general familiarity with the technology.
Robert D. Smith rdsmith@alum.mit.edu
119 Roosevelt Road (978) 261-5432 home
Acton, Massachusetts 01720 (978) 671-7891 work
Objective
Director/VP of Technology for a medium-sized specialty chemicals or advanced materials company,
requiring significant performance improvement and/or intelligent implementation of new technology.
Overview
Innovative Manager with international experience commercializing new technologies and leading global
change:
! Change Management and Quality Systems – Recognized expert in implementing tools and
procedures to achieve uniform manufacturing practices across a global manufacturing system. Able
to create enthusiasm and commitment for change in challenging environments.
! Technology Management – Proven track record for increasing manufacturing effectiveness and
improving product quality using advanced technology. Able to resolve complex technical problems at
both the global and the local level.
! New Product Development – Experienced in collaborative new product development and
commercialization, including negotiating partnerships, technology licensing, and joint development
relationships.
! Leadership Capabilities - Pioneered major global change efforts by building strong results-focused
teams. Key player in the establishment of a global technology center.
Experience
Cabot Corporation, Billerica Technical Center, Billerica, Massachusetts
Director, Carbon Black Research & Development 2005 – present
Director, Rubber Blacks Research & Development 2002 – 2005
Managed both process and new product development for Cabot’s largest business unit. Developed a
breakthrough material for truck tires. Modified a mature manufacturing process to further reduce
manufacturing costs by 10%.
Manager, New Business Development 2000 – 2002
Developed and executed a business plan to use Cabot’s fine particle and surface chemistry expertise to
enter an entirely new market – chromatographic materials. Established key partnerships, and moved
from concept to commercial product within the first year. Achieved sales of $0.5 million in the year after
product launch.
Managed all aspects of the new product launch, including intellectual property, safety, health, and
environmental issues, brand creation and marketing communications, sales force and distribution
channels, and technical support. (Received Global Award for Excellence)
Director of Manufacturing Technology 1997 – 2000
Jeff Bennett
Associate Recruiter
ROPELLA
Direct Line: (850) 983-4871
Email: bennett@ropella.com
http://www.ropella.com
February 28, 2006
Dear Jeff,
It was with great interest that I read the information you sent me today on NanoProducts Corporation.
After some research on their patent portfolio, the evaporation and rapid quench technology they have
developed, and on Dr. Yadav I am more intrigued.
I have included a copy of my resume for your reference, but what it does not detail is that for the past 6
years, I have been heavily involved in the development and production scale-up of nano powders and
films via a process commercially called Chemical Combustion Vapor Deposition (CCVD) –which is a
variant of flame synthesis and rapid quench.
In this work, precursors of metals and oxides are evaporated in a high temperature flame, and fast
quenched with gasses to produce a wide variety of nano scale powders and films. There is a large patent
portfolio covering this technology under the names MicroCoating Technology and nGmat.
Specifically, I have taken this laboratory process and successfully scaled it to commercial quantities for a
particular product, establishing along the way, a deep understanding of the controls necessary for high
speed, high yield production.
Additionally, I have spend over 12 years developing the technology to do very similar things with organic
precursors, in vacuum, to deposit highly uniform, high speed, sub micron films.
Clearly, with my experience with precursors, flame synthesis, vacuum deposition, and high power plasma
– coupled with product development, and proven success in building teams, and companies, the
opportunities you present have my attention.
I look forward to speaking to you tomorrow about the details of this position, and being able to see how
my experience matches your needs.
Thanks again for all of your work,
Kind Regards,
Robert D. Smith
EXECUTIVE REPORT
Robert D. Smith
Candidate for:
VP Sales & Marketing
AVATAR CORPORATION
CHICAGO, IL
Confidential: This report has been prepared for the use of the client named.
It contains confidential information. It’s distribution should be controlled
and limited to the executives concerned.
Prepared by: ROPELLA
Patrick B. Ropella
President & C.E.O.
Cover Letter
Resume
Skills Survey
Profile
Our Executive Report includes a
cover letter from the candidate,
resume, skills survey and candidate
profile.
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

ROPELLA conducts a Comprehensive Seven-Step Reference Check, Degree Confirmation
and Background Check process.
1) Candidates are directed to provide a list of past supervisors, subordinates, peers and
customers—typically 8 to 10 total references with a description of the relationship for
each reference.
2) ROPELLA, in discussion with the client, splits the list into A, B and C references.
3) ROPELLA then calls two or three and recommends the client call two or three.
4) ROPELLA also uses a web-based“fill in the blanks”approach for the remainder of those
on the list.
5) ROPELLA then conducts the Degree Confirmation Checks for all stated degrees.
6) ROPELLA recommends the client conduct background checks. Because of federal
secrecy laws the employer is the only one who can conduct such checks. Referrals to
background check firms are available at our web site.
7) ROPELLA also can recommend personality assessment firms like H.R. Chally,
Wonderlick and Myers Briggs.
SUBORDINATE Telephone Reference Check
Candidate: Company:
Checked By: Person:
Date: Title:
Phone:
1) How long was she been calling on you as an account?
2) Was she selling mostly commodities or specialties?
3) Was he mostly focus on Purchasing contacts or R&D contacts.
4) How often did she call on you and how well did he keep you informed or abreast of industry
trends, new products or special problem solving ideas?
5) How would you compare her to the other sales reps. who call on you?
6) Did she open your account? If no, do recall who did?
7) Did you purchase more or less product from her over the period of time she was calling on you?
8) Anything special she did for you or your company that you recall?
9) How well did she work in a team environment? Ever bring anyone else in on meetings with him?
How did she manage that person?
10) How satisfied were you with the way your account was serviced?
11) Was there anything that he did that displeased you or others in your company?
PEER Telephone Reference Check
Candidate: Company:
Checked By: Person:
Date: Title:
Phone:
CUSTOMER Telephone Reference Check
Candidate: Company:
Checked By: Person:
Date: Title:
Phone:
SUPERVISOR Telephone Reference Check
Candidate: Company:
Checked By: Person:
Date: Title:
Phone:
Degree Confirmation Check
Name: ______________________________________________
SS#: ______________________________________________
College / Univ.: ______________________________________________
City & State: ______________________________________________
Degree: ______________________________________________
Year Graduated: ______________________________________________
Confirmed with: ______________________________________________
Phone: ______________________________________________
Date: ______________________________________________
By: ______________________________________________
College / Univ.: ______________________________________________
City & State: ______________________________________________
Degree: ______________________________________________
Year Graduated: ______________________________________________
Confirmed with: ______________________________________________
Phone: ______________________________________________
Date: ______________________________________________
By: ______________________________________________
Degree and Reference Checks
Relocation Acknowledgement
I, the undersigned herby acknowledge that Ropella has discussed the need for relocation to
_______________________________, in regards to the specific opportunity with
________________________________.
As evidenced by my signature below I fully understand that this acknowledgment is a requirement of the
interview process and state that I have already spoken with any parties (examples: spouse, significant
others, children, parents, etc.) who may directly be impacted by my final decision to relocate.
Signed: ______________________________________________
Date: ________________
Print Name: ___________________________________________
Address: _____________________________________________
City: _____________________ State: _________ Zip: ________
PLEASE FAX ACKNOWLEDGMENT TO 850-983-1627
UNLESS REQUESTED OTHERWISE.
Reference Release
I, the undersigned, herby authorize and request any present or former employer or educational institution
to furnish Ropella and/or its agents, with any and all information in their possession regarding me, in
connection with an application for employment. Further, I hereby release from liability and hold harmless
all persons and corporations supplying this information, Ropella and/or its agents. A photocopy or fax of
this authorization is as effective as the original.
Present employer limited to the following persons ____________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
______ (Initial Here) I certify I have an unrestricted legal right to work in the United States.
Signed: ______________________________________________________
Date: ________________
Print Name: ___________________________________________________
Address: _____________________________________________________
City: ___________________________ State: _________ Zip: ________
Social Security Number _________________________________________
(A Social Security Number is generally required by educational institutions to verify degrees. We will not
release it unless required for reference information.)
PLEASE FAX RELEASE TO 850-983-1627
UNLESS REQUESTED OTHERWISE.
The Relocation Acknowledgement and
Reference Release Forms are important
qualifiers. We can be assured that a
candidate that signs these is serious.
We check on each degree
listed on a candidate’s
resume.
We check references with
supervisors, customers, peers and
subordinates when appropriate.
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

Clients Offer Check List
DISCLAIMER: Not all of the following issues may relate to the offer of employment you’re preparing. For
the issues that do relate, be prepared to address them in a comprehensive manner during the verbal
presentation of the offer and/or in detail within the context of the written offer and/or with attached
documentation.
The candidate will use all of his past compensation, benefits, and relocation experiences to compare the
offer you’re preparing so understanding his current situation and his past experiences can be crucial in
understanding his expectations and reasons for wanting to negotiate certain issues.
From the moment you select a candidate to the time you make an offer this period is well recognized as
the most crucial for courting, paying attention to detail prompt follow up, and therefore this point forward
will prove to be the most valuable investment of your time to date in regards to completing this process.
Nine out of ten deals fall apart at the last minute because delays and lack of attention to detail are
perceived very negatively by candidates.
Emotions are high at this point for the candidate, his spouse, family and friends.
So delays and missteps are looked on with much more suspicion and given amplified weight.
Bureaucracy, dropped balls and miscommunications are simply looked on by the candidate, family and
friends as a company who is unprepared, unprofessional and worse case sloppy or careless. Who wants
to join a company that looks like this? If the candidate has more than one offer on the table the client who
shines in this light takes a huge lead at this point.
When preparing the offer ask yourself the following questions, and if you don't have the answers, try and
get them ASAP and address them in the offer or verbally at the time the offer is made.
Salary:
! What is the candidate’s current salary?
! When does the candidate’s next salary review with current employer take place and what % increase
does the candidate expect?
! What has been the candidates past experiences when making job changes as it relates to an
increase in compensation? How big of a percent increase has he seen in the past? Why and
where?
! If you make x salary offer what’s a realistic raise likely to be and when would the next raise take
place?
Ropella page 3
! Does candidates company offer any other special benefits we should be aware of?
! How do these current benefits compare to those of the client company?
Employee Savings Plan:
! What is candidate currently receiving in the way of 401k benefits – what’s the company contribution?
! Are there any other savings plans that the candidate currently benefits from?
! How does this compare to the client companies 401K and/or other savings plans?
Pension Plan:
! What are the pension plan details from the candidate’s current company?
! Is the candidate fully vested or partially vested? What are the details?
! How much will the candidate loose by leaving now? = GOLDEN HANDCUFFS!
! How does this compare to the pension plan of the client company?
Stock Options:
! Does the candidate currently receive any stock options? If yes when and how many did he get?
! Are the Stock Options fully vested or partially vested? What are the details?
! How much will the candidate lose by leaving now? = GOLDEN HANDCUFFS!
! If candid’s. comp. is privately owned, how do you “value” the “Phantom Stocks”? Black Sholes?
Relocation Program:
! What’s been the candidates past experiences getting relo. benefits? For what position and what did
he get?
! Does the candidate need a house hunting trip up front before he makes a decision on accepting an
offer?
Ropella page 2
Vacation:
! How many weeks of vacation does the candidate get from his current employer?
! When would he/she have been eligible for an additional week of vacation time?
! If the client can't match the candidate’s current vacation situation, how long will it take the candidate
to catch back up to his current situation based on the client company’s vacation schedule? Is this
acceptable to the candidate?
! If the client can't match the candidate’s current vacation situation because of "corporate policy", can
they work out the difference in some “under the table” creative way? Is this acceptable to the
candidate?
Standard Benefits:
! What is the candidate paying for health coverage with his current employer?
! Does this cost cover him only or does it cover the family as well?
! How does this coverage and cost compare to our clients benefits program and its expense to the
candidate?
! Does the candidate’s current company provide Life Insurance? How much and who pays?
! Does the candidate’s current company provide Disability Insurance? How much and who pays?
! How does this compare to what the client company is offering for life and disability?
Special Benefits:
! Does this candidate know if the position he’s interviewing for qualifys for a company car or car
allowance?
! Does the candidate have a company car now? If yes… exactly what is he driving?
! If car allowance how much per month & what’s it supposed to cover? (Insurance, Maintenance, Gas,
Tolls)
! Does candidates company offer any health club benefits? And/or a corporate membership to a
Country Club?
! Does candidates company own or have access to a corporate Jet?
ROPELLA conducts a Comprehensive Four-Step Negotiation and Acceptance process.
1) ROPELLA interviews the candidate in detail to understand the candidates compensation,
benefits, vacation, relocation, housing, family circumstances and start date objectives. We
use a comprehensive checklist to organize the collection of all this information and to make
sure no details are overlooked.
2) ROPELLA then asks the candidate for clear targets in terms of salary and total
compensation.
3) ROPELLA then provides the client a very clear, highly detailed, written outline of what has
been collected so those on the hiring team have a very clear idea of the kind of offer we can
accept on behalf of the candidate, the kind of offer that will mean you’re going to have egg
on your face, and the offers in between these two.
4) ROPELLA then screens the clients DRAFT offer letter to make sure everything has been
covered. Attention to all the details makes for a much smoother offer process, eliminates
delays and increases the likelihood of an immediate yes on behalf of the candidate.
Offer Negotiation Process
Candidates Offer Check List
DISCLAIMER: These questions are purely for informational purposes only!
We need to address all of these issues so we can thoroughly address all points of negotiation.
What you have now, or have gotten in the past, does not necessarily equate APPLES to APPLES
with what you might get from our client. PLEASE Remember to focus on TOTAL compensation.
Candidates Name:________________________________Date:________________________________
Salary:
! What is the candidate’s current salary - exactly?
! Can the candidate support this number with a W2 should the client ask for it?
! When does the candidate’s next salary review with current employer take place and what % increase
does the candidate expect?
! What does the candidate want and why in a salary from our client?
! What number can we accept on his behalf and tell the client to set the start date?
! What’s the minimum number he’d consider – before the client should go to next candidate with an
offer.
! What has been the candidates past experiences when making job changes as it relates to an
increase in compensation? How big of a percent increase has he seen in the past? Why and where?
Bonus:
! How much has the candidate been getting for a bonus? Last years? Average over last three years?
! What is the bonus payout based on? How’s the bonus program work?
! When does bonus actually get paid? When’s the next one due?
! How much bonus money is candidate going to lose if he leaves his company in the next few weeks?
! If our client’s salary offer is low would a guarantee of all or part of the first year bonus be a bridge?
! If our client’s salary offer is low would a sign on bonus be a bridge?
Ropella page 2
Relocation Current Comp. Client Offer Notes
Costs for Move of HHG
Need for H Hunting Trip
Need for Temporary Living & Storage
Costs of Realtors Fees & CC (sell’n
end)
Closing Costs
(buy’n end)
Need for Home B.O. Program
Need for a Bridge Loan
Need a Realtor on (buy’n end)
Contracts
Start Date
Phys Locat.
Notes:_____________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
Comparison of Candidate Compensation to Client Offer
Candidate Name: Date:
Client Company:
Compensation Current Comp. Client Offer Notes
Salary
Next Raise Due When
Cand. High Salary #
Cand’s Min. Salary #
Bonus Avg. – pays when
Bonus he’ll loose by leaving now
Vacation – next week?
Insurance
Health & $ Cost
Dental & $ Cost
Vision & $ Cost
Prescp. Plan & $ Cost
Life Ins & $ Cost
Disability $ Cost
Co Car or Allowance
Heath or C.C. Club or Jet access
401K
Additional Sav’s Plan
Long Term
Pension Plan & Vesting Schedule
Stock Options Plan & Vesting Schedule
We compare both checklists to find
holes that need to be addresses
before offer is extended, saving time
in the end.
We prepare both a candidate’s
offer checklist and a client’s offer
checklist.
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

Candidates targeted within those companies:
Ropella page 2
Nick Colaneri Governament Agency Technical Manager
Wallace Parce Nanosys VP of Technology
Andres Duplessis Cabot Corporation Application Dev Mgr
Scott Juhl 3M Corp. Manager of Operations
David Whitman 3M Corp. Technical Manager
Bob Mininni a co. w/a Futures Business Application Dev Mgr
Arthur Katsaro Air Products Group VP Dev. and Tech
David Rarig Air Products Mgr/Engineer Manufacturing
George Wasilczyk Air Products General Manager, Global
Applications Dev..
Miles Drake Air Products Vice President-Chief Technology
Officer
Jeffry L. Byrne Air Products Reg. VP/Gen. Mgr Chem. Process
Ind./NA
Scott A. Sherman Air Products VP/Gen Mgr Chem/Process Ind
Taeho Ko Akzo Nobel Technical Dev. Mgr. Pharma and
Metal
Helena Shea Alfa Aesar, a Johnson Matthey Co. Technical Manager
Greg Evans Alticor VP of Product Development
Nety Krishna Applied Materials Dir. of New Technology
Alfred Schmidt Arch Chemicals VP Information Technology
L. Louis Hegedus Arkema VP of R & D
Drew Azzara ASTM VP Corporate Development
Sandwip Dey ASU Professor
Michael Darsillo ATMI R&D Director
Michael Kozicki Axon Technologies Founder and CTO
Chris Quinn BASF Training and Technology
Steven Bland BASF Lab Director/Manager
Marty Mascianica BASF Corporation R&D Manager
Kenneth Perry BASF Corporation Technical Director
Bill Work BASF/Callery Chemical Sls & Mktg Mgr
Detlef Mathes Bayer Chemicals Corp. VP Technical Operations
Ed Anderson Bayer Chemicals Corp. Technical Manager
Chuck Kern Bayer Chemicals Corp. Mgr. R&D/Emerging Technology
Jochem Rueter Bayer Chemicals Corp. Dir. Technical Dev./R&D
Greg Gaudet Cabot Corporation Dir. of Research for Carbon Black
Jake Reder Cabot Corporation New Business Development
Manager
Nirmalya Maity Cabot Corporation Fumed Metal Oxides
Fred Rumpf Cabot Corporation Product Line Director
Lakshminara Srinivasan Cabot Corporation Technical Manager
Ken Koehlert Cabot Superior Micro Powders Director of
Manufacturing
Bimal Patel Calyx International Director Business Development
Jeffry Kelly Cambrex Bio Science Rockland, Inc. Technical Research and
Development Dir
Joe Nettleton Cambrex Charles City, Inc. Senior VP of Operations
John Andrew Cambrex Charles City, Inc. Manager of Operations
Jeff Bahr Carbon Nanotechnologies Group Leader
Kenneth McElrath Carbon Nanotechnologies Inc. VP Product Development
Herbert Hedberg Cetek Senior VP of Operations
Donald Cruickshank Chemical Distributors Inc. President
Ashok Moza Chemicals Incorporated Tech Leader
John Lacadie Chemtura - Headquarters SRV & CTO
Stephen Coulter Church & Dwight (Chemicals) President R&D
Steven Bolkan Church & Dwight (Chemicals) Dir R&D Worldwide Cleaning
Executive Search Report
Avatar
Companies Targeted:
3M Hunstman Tioxide
Akzo Nobel JM Huber
Arch Chemicals Johnson Matthey
Baekert Kronos
BASF Malakoff
Bayer Morgan
Cabot Corporation Nalco
Carpenter Nippon Chemical
Ciba Nissan Chemical
Clariant Norit
Coorstek Norton Ceramics
Degussa Nyacol
DMC2 P&G
Dow Chemicals PPG
DSM Rockwood Specialities
DuPont Titanium Rohm & Haas
Eka Chemicals Saint Gobain
Elkem SGI Carbon
Engelhard Sherwin Williams
Ferro Sud Chemie
Fujimi Tosoh
Fuso Chemical Umicore
GE Advanced Ceramics Valspar
Grace Davison Wacker
Haldor Topsoe WL Gore
Henkel Group Zircoa
Hexion Z-Tech
Honeywell
Prepared for:
AVATAR Corporation
Chicago, IL
June 1, 2008
Confidential:
This report has been prepared for your company and department’s use. It contains
confidential information. Its distribution should be controlled and limited to the
executives concerned.
Prepared by:
Patrick B. Ropella
President and C.E.O.
ROPELLA provides (on request) a Search Report. This report can be
provided at the time the decision is being considered to select from the
finalists interviewed, or after the search has been completed.
The Search Report outlines:
n The companies targeted.
n The individuals spoken to at these companies
n The additional network contacts made at companies other then the
primary targets
n The sources used to develop contacts.
n Where the position was advertised and promoted to broaden
exposure to candidates and networking possibilities.
Our comprehensive process generates
outstanding success rates.
n 95% search assignment placement rate
n 98% candidate long-term“stick rate”
n 60 days is the average time to executive
placement
95%
98%
Average time to placement vs.
competition’s published times.
Competitor B
Competitor A
ROPELLA
146 Days
95 Days
60 Days
ROPELLA Success Rates:
Search assignment
placement rate
Candidate long-term
“stick rate”
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

Time Line ROPELLA
Executive Search Time Line:
Typically 60 Days Start to Finishn Review of client website, position description and
interview of client
n Target list is created and XCAVATE Contract Research
effort is launched
n Opportunity Marketing Piece and Skills Survey drafted
n Client review, edits made and final of both approved
n E-mail Marketing and Advertising Piece designed
n Database and Hot List organized, Marketing Piece sent
n Responses from E-mailing of Marketing Piece
processed
n “A” Prospects targeted and
resumes and referrals collected
n “B” Prospects targeted and
n Networks, Associations and
Consultants targeted and
n Candidate screening,
selection and profiling
is completed.
n Candidate Packets
(Resume, Cover Letter,
Skills Survey and Profile)
are completed
n Candidate Executive
Introduction Packets are
delivered to client
n First round Telephone
Interviews are conducted
n First Round face-to-face
Interviews conducted
n Finalists are brought
back for second round of
interviews
n Candidate Compensation—needs,
wants and desires discussed, assessed
and presented to client
n Client Compensation Willingness,
capabilities and flexibilities discussed
and assessed
n Comparison Matrix completed
and Total Compensation Package
recommendations made and offer
presented
n Offer Acceptance Letter
written and delivered.
n Physical and Drug
Screen and any other
Contingencies removed
n Resignation preparation
completion and follow up
and start date set
n Degree Confirmation
Checks completed
n References from
Supervisors, Peers,
Subordinates and
Customers completed
n Background Checks
Completed
n Executive Search Report
Delivered
n Overview of all companies
targeted
n Overview of all prospects
spoken to
n Overview of all marketing
research and networking
tools used
Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
8
Week
9
Week
10
Start
60 Days
Working together as a team is what makes the difference
between timely placement and no placement at all.
Team work makes for a good decision by all parties and long-
term satisfaction—a“win-win”for all involved.
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

Proposal ROPELLA offers a variety of approaches to satisfy the specific
search needs of each and every assignment. Not every search can be
successfully completed using Monster.com or a contingency search
approach. Of course, not every search qualifies as a fully retained search
either.
Therefore, we believe in discussing each assignment on its own merits.
It’s important to fully discuss issues like the urgency of completing the
search, the confidential nature of the search, the size of the candidate
pool for this specific search, and the difficulties imposed because of
location, compensation level and other news about past company
challenges that would need to be overcome.
Most of our clients use a menu of services approach when working with
us on multiple opportunities. ROPELLA is thought of as a one stop
shop to many HR Executives and Hiring Managers at many of the most
recognized corporations around the globe.
Ropella page 9
January 16, 2007 INVOICE #10701
Jennie Newman
VP Human Resources
Cook Composites & Polymers
P.O. Box 419389
Kansas City, MO 64141-6389
RETAINER INVOICE 1 - 3
RE: Executive Search for:
Director of Sales within Cook Composites & Polymers
Performed By: ROPELLA
Professional Search Fee Services:
POSITION TITLE_________________________________________________Director of Sales
LOCATION______________________________________________________Kansas City, MO
TOTAL PROBABLE ANNUAL COMPENSATION________________________$200,000
FEE RATE______________________________________________________30%
TOTAL PROJECTED FEE: $60,000
(Calculated from a Base Salary of $125,000 with Bonus/Commissions Targeted at 50% or $62,500)
BILLING SCHEDULE:
1st Payment of $20,000.00 (Due Upon Contract Signature)
2nd Payment of $20,000.00 (Due 30 Days of Contract)
3rd Payment to be reconciled upon successful completion of assignment.
Plus expenses related to conducting the search:
Budget to hire an independent “name gathering” firm to speed up the process
of identifying prospects from a list of the top 25 key company targets________$5,000
TOTAL DUE: $25,000.00
______________________________________________________________________________
Please Wire Transfer Funds To:
REGIONS BANK
P.O. Drawer 608
Milton, FL 32572
Routing # 062005690
Account # 5107114583
Ropella page 8
January 16, 2007
Jennie Newman
VP Human Resources
P.O. Box 419389
EXECUTIVE SEARCH RETAINER AGREEMENT
Cook Composites & Polymers retains Ropella to conduct an executive search for a Director of
Sales. Our commitment is to assist you in the successful and timely completion of this project through
recruiting and screening of qualified candidates consistent with your stated requirements.
Our professional service Fee is 30% of the candidate's compensation for the first twelve months of
employment. Where the annual compensation is largely based on or base compensation is increased by
commissions, stock options, bonuses, equity, consulting fees, etc., our fee will be based on a reasonable
estimate of the first twelve months of compensation as agreed upon with you. If such an estimate cannot
be agreed upon, our fee will be based on the candidate's compensation over the most recent twelve
months of full employment.
Out-of-pocket expenses (field interviewing, travel, meals, telephone, overnight express, etc.) are additional
charges and will be approved by the client in advance and billed monthly. This fee is invoiced in three (3)
segments with 1/3 due upon initial signature of contract and a second 1/3 due in 30 days. The third and
final payment is then reconciled to actual total accepted compensation consisting of base salary and
incentive compensation and is payable at the time the candidate is engaged.
If for any reason the client decides to cancel the project before the full fee becomes payable or if the client
sources/introduces an internal candidate which ends up being hired, fees are considered earned on a
prorated basis from the start of the assignment to the date of cancellation. To insure Replacement Guarantee
period, balance of fees due must be paid within 10 days of acceptance.
We guarantee to replace an individual hired through a retained search who voluntarily resigns during his
first six (6) months of employment. This guarantee also applies if you find it necessary to request this
employee's resignation during the first six (6) months for reasons that would have precluded employment
had they been known at the time employment began. In either case, we would undertake a new search
for a replacement at no additional fee, except for client-approved expenses.
If as a result of this search you hire one or more candidates presented by us, for a position other than the
position identified above, a fee of 30% of total first-year compensation will apply. This payment will be
due upon new hire's date of engagement.
ACCEPTED: ACCEPTED:
Cook Composites & Polymers Ropella
By:________________________
Name:_____________________ Patrick B. Ropella
Title:______________________ President & C. E. O.
Date:______________________ Date: 1/15/07
Ropella page 7
FEE POLICY
FEE:
Our Fee is 30% of the candidate's compensation for the first twelve months of employment.
Where the annual compensation is largely based on or base compensation is increased by commissions,
stock options, bonuses, equity, consulting fees, etc., our fee will be based on a reasonable estimate of
the first twelve months of compensation as agreed upon with you. If such an estimate cannot be agreed
upon, our fee will be based on the candidate's compensation over the most recent twelve months of
full employment.
PAYMENT OF FEE:
A fee will be due from you for any candidate you employ or whose services you otherwise engage,
directly or indirectly, for any position, within one year after our disclosure of the candidate's identity, our
submission or referral of the candidate to you, or our most recent contact with you relating to the
candidate, whichever occurs later.
Terms are "NET-DUE UPON RECEIPT OF THE INVOICE". If collection activities are necessary, you
agree to pay all the expenses thereof, including reasonable attorney fees. You consent to the jurisdiction
of the courts of the State of Florida, and agree that it's laws shall govern our relationship. To insure
Replacement Guarantee period, balance of fees due must be paid within 10 days of acceptance.
If for any reason the client decides to cancel the project before the full fee becomes payable or if
the client sources/introduces an internal candidate which ends up being hired, fees are considered
earned on a pro-rated basis from the start of the assignment to the date of cancellation.
FEE CREDIT:
If a candidate, whom you employ, does not remain in your employ for six (6) months, the fee paid will be
credited towards finding a replacement candidate.
CONFIDENTIALITY:
It is understood that neither the candidate nor resume may be referred to any other person or
organization. Should a candidate so referred be hired, the provisions of the fee policy as described above
will apply, and a fee will be payable by your firm.
ACKNOWLEDGMENT:
Your request for or acceptance of services by ROPELLA acknowledges your agreement to the terms of
this Fee Policy.
Ropella page 6
Representative Client List
ARCH CHEMICAL
AVATAR
BASF
BF GOODRICH
CIBA SPECIALTIES CORP.
CLARIANT CORP.
DOW CHEMICAL
GENERAL ELECTRIC
JM HUBER
NATIONAL STARCH & CHEMICAL
NANO PRODUCTS
PPG CHEMCIALS
RHODIA CORP.
SACHEM INC.
STEPAN COMPANY
UNIQEMA/ICI
SASOL/VISTA CHEMCIAL CO.
WITCO CORP.
Please see our website for a sampling of Client and Candidate Testimonial Letters.
Ropella page 4
! Interview of Candidates by Client
Candidate interviews with the client are then scheduled. (If the search requirements so dictate,
the client's identity is not revealed to the candidate until this point in the search.) We often work
very closely with our clients to assist in developing and utilizing Behavioral Based Interviewing
techniques and outline a process of courting the candidates that are deemed the top qualifiers.
! Reference Checking
When the finalist candidate is identified, and both client and candidate express strong interest in
working together, we contact as references individuals who are qualified to comment in depth
upon the candidate's leadership abilities, integrity, technical competence, specific achievements
and personal characteristics in order to verify and augment impressions gained during the
interview process. (Informal referencing is conducted throughout the process.) We also conduct
degree confirmation checks and can point our clients in the direction of independent firms to
conduct background checks.
! Negotiation of Offer and Closing
During the negotiations stage, our outside perspective and extensive executive search experience
enable us to provide very clear recommendations to our client on the structure of a compensation
package calculated to attract and entice, and quickly close the deal with the finalist. We develop
significant rapport with candidates throughout the presentation, qualifying and interview process
that garners sincere trust and respect. When it’s time to discuss an offer we are able to uncover
everything there is to know about a candidates total compensation package, needs want’s and
desires. By serving as an intermediary, we can often work out complicated details that may have
significant bearing on final acceptance or rejection of the offer.
! Follow-up
Although the search is complete when an offer is accepted, we find it helpful to stay in touch over
the next year or longer with the client and the new hire during this transition period, to provide
assistance as they adapt to the new working relationship and with the goal of anticipating and
averting any potential problems of adjustment.
Ropella page 3
! Formulation of Search Strategy and Research
Concurrently, we formulate the search strategy most likely to produce the best qualified candidates
for the particular assignment. Together with our client we develop a target list of companies and
then expand that list to include related companies, consultants, associations and networking
groups etc… Our very targeted research into specific industries, niches and companies draws on
public information, the internet and the substantial resources of our research library and database.
We also partner with third party contract research firms to speed up and expand the process of
information gathering and dissemination.
! Consultation with Industry Sources
Through extensive consultation with executives who can recommend individuals in relevant
industries, we develop leads to prospective candidates who might otherwise be hard to identify
and we solicit evaluations of others.
! Identification of Prospective Candidates
Based on the many sources of information available to us, we compile a broad list of prospects for
the position. Through our telephone discussions and the exchange of paperwork, we begin to get
to know the prospective candidates.
! Interviewing of Prospective Candidates
We then conduct comprehensive personal interviews with those prospects that appear to be best
suited for the position in order to properly evaluate their skills, abilities and qualifications. We want
to understand past reasons for change and current motivational factors, personal compatibility
with the client organizations culture & people, circumstances around relocation, total
compensation, benefits & perks and the true level of interest in this specific opportunity.
! Introduction of Candidates to Client
The few candidates who emerge from the interview process as especially well suited for the
position are then introduced to the client through discussion and written documents. These
discussions and reports present information about the candidate's current employment,
responsibilities, relevant experience, accomplishments and background as well compensation,
relocation and other miscellaneous pertinent points. Often we will even provide a written Skills
Survey completed by the candidate. The Skills Survey is a custom “job application” created jointly
with our clients to gather all the specific information helpful to improving the quality of the clients
& candidates interview process.
Ropella page 2
ROPELLA Search Methodology
Every search we undertake is unique. For each, however, our objective is to identify, evaluate
and present the most highly qualified candidates for a client's particular needs. To accomplish this
we follow the general plan of action depicted here that has proven effective in completing
assignments for our clients.
! Introductory Consultation, Research and Briefing
Before an assignment is undertaken, we refresh our working knowledge of the nature and state
of a client's industry, including its markets, competition and environment. In consultation with the
client, we gain an understanding of the client organization and the specifics of the position. Often
our experience with previous assignments and our perspective as outside consultants enable us to
assist clients in assessing the demands of the position, the qualifications of the individual who can
best fit into the company and group’s culture, and the client's expectations considering the
realities of the marketplace.
! Drafting and Approval of Position Specification
Once a consensus is reached on the qualifications of the ideal candidate, we prepare a detailed
position specification paper, what we call a “Marketing Piece” that is reviewed and approved by
the client. This Marketing Piece (without revealing the client's identity if requested) communicates
the details and dimensions of the opportunity, what’s exciting about the company, bio’s and
management styles on the people in the group, and information on the location etc… This
Marketing Piece is shared with prospective & qualified candidates and a select group of individuals
who are in a position to recommend, first - hand, outstanding prospects.
! Benchmarking
By discussing in depth with our client, which candidates have been reviewed and rejected, and
specifically why, we're given another perspective on the kind(s) of people that will be accepted.
Certainly the ongoing communication about all prospects and possibilities generally helps to drive
the search toward greater understanding, and, eventually, toward the satisfactory conclusion we
both seek.
January 16, 2007
Jennie Newman
VP Human Resources
P.O. Box 419389
Dear Jennie,
ROPELLA welcomes the opportunity to recruit for the retained search for the position of
Director of Sales within Cook Composites & Polymers. Pursuant to our conversation last week, the
materials in the enclosed packet describe our typical search procedures in detail. We will of course,
based upon our upcoming discussions, customize our search procedures to meet your expectations.
The enclosed materials include:
! A ROPELLA Executive Recruitment Services E- Brochure.
You can also visit us at www.ropella.com
! A document outlining our typical Search Methodology.
! A document outlining our Commitment and Mission Statement.
! A Representative Client List with testimonial letters available at www.ropella.com
! An Executive Search Fee Schedule, Retainer Agreement & Invoice.
We are enthusiastic about your gracious invitation to discuss recruiting for this opportunity. With 20 plus
years experience conducting retained searches for and filling executive level positions with in the global
chemical & allied industry community, I am confident we can satisfy your company’s requirements for
flexibility in approach, efficiency in process, and a win - win for all parties involved in the successful
completion of this search.
We appreciate your company’s decision to retain ROPELLA.
Sincerely
Patrick B. Ropella
President & C. E. O.
Our proposal covers
most everything
outlined in this
presentation,
including our
process, terms and
agreement.
Next, take a look at our
EZ2Explain Posters
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
As part of our efforts to help our clients and candidates understand,
appreciate and enjoy the Executive Search Process better, ROPELLA
has developed these exclusive educational posters.
Click on a thumbnail to view the full-size poster.
Why use an ESC?
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
partnered with EZ2Xplain to develop these exclusive Educational Posters.
Selecting an ESC
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Working with an ESC
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Recruiting as a 10 step process
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Comparing Search Methods – SIDE A
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Comparing Search Methods – SIDE B
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Marriage of Services
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Courting the Super Star Candidate –Tennis
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Courting the Super Star Candidate – Basketball
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Candidate Interview Prep.
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Candidate Interview Presentations
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

EZ2Explain Posters
Xcavate – Contract Research
Search Prep
Process
Skills Survey
Degree and
Reference Checks
Offer Negotiation
Process
Executive Search
Report
Opportunity
Marketing

Ropella Search Process

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