Our Philosophy

“If Edison had a needle to find in a haystack, he would proceed at once with the diligence of the bee to examine straw after straw until he found the object of his search. I was a sorry witness of such doings, knowing that a little theory and calculation would have saved him ninety per cent of his labor.”

Nikola Tesla quotes (Serbian Inventor and Engineer, 1856-1943)

The Right Agreement

We have, as a matter of convenience, provided examples our Contingency and Retained Fee agreements for your review. While Acquis is pleased to work with business partners on a variety of projects, often having the right agreement in place can result in a more satisfying and successful outcome for all parties. It is our experience that positions commanding salaries in excess of $125,000 per year (as a general rule) often benefit from having a retainer agreement on file.

In general, positions commanding significant salaries or requiring highly specialized skill sets require different strategies and tactics to find suitable candidates. Moving to a much more refined and analytical searching process often requires a more significant contractual relationship. To this end, Acquis often engages in a needs assessment with you before entering into a fee arrangement.

To view a sample copy of our basic contingency fee agreement. PDF - 190K

To view a sample copy of our basic retainer fee agreement. PDF - 204K

Employer Services

Every job opening, however, does not lend itself to a retained search, either due to the nature of the position, or more effective than a retained search. If this is the case, we will match our candidate data base against your job opening on a contingency basis. Our extensive candidate data base is the result of hundreds of other retained searches and our ability to effectively match your opening is further enhanced by prior searches in your technology or functional area:

Phase I – Position Evaluation....Working closely with your staff to clarify job requirements…
Phase II – Pre-Screening....Refining the potential candidates…
Phase III – Candidate Selection and Presentation....Candidate profile submittal and coordination of interviews…
Phase IV– Offers and Acceptance....Compensation, relocation, transition…

Special Capabilities....Industry knowledge, research, continuity…

Our years in the chemical industry have given us an understanding and appreciation of the functional roles and disciplines within the industry enhancing our ability to perform searches in a broad range of technical areas.

Our staff resources, attendance at professional conferences and seminars, perusal of industry research literature and journals, all assure that we will understand current developments in your industry, and that we will be able to help you satisfy your requirements.

Each of our clients works with a principle member of our staff to provide continuity throughout the search and to build a relationship of trust.

Do you want to learn more about our Organizational Diagnosis concept? Contact us.

A skillful organizational diagnosis does two important things: it selectively identifies problems that you must solve (as opposed to those you may solve) and paves the way for planning and strategic problem solving. A good company wide work-up first gathers information on all current problems, then sorts and prioritizes them so you can use what precious change energy you have to deal only with what is most important. I call these most important problems “high leverage” problems because solving them, fortunately, leads to the automatic elimination of other difficulties that are linked.

Organizational diagnosis should always occur before strategic business planning. Its crucial to know what you must “clean up” at home before you can make intelligent decisions about expanding your scope in any way. The good news is that armed with the output of organizational diagnosis, you can create a plan for resolving the most important problem, then link that plan to your growth or expansion plans.