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Through Global Talent Discovery, Assessment & Connection
The Ropella Group | 850.983.4777 | ropella.com
Opportunity Marketing Piece (OMP)
Skill Survey(for sorting prospects)
Scorecard(for comparing interviewed candidates)
SMART Search System®
(overview)
...........................................................................................................................................................MARKET NICHE:
Chemical Industry...........................................................................................................................................................POSITION NICHE:
Executive Level Management...........................................................................................................................................................JOB TITLE:
VP of Technology...........................................................................................................................................................CLIENT:
Valtris...........................................................................................................................................................
Opportunity Marketing PieceVP of Technology
LocationIndependence, OH
For more information contact:Patrick Ropella
Chairman & [email protected]
850-983-4997
8100 Opportunity DriveMilton, Florida 32583
850-983-4777ropella.com
ABOUT VALTRIS
2 0 1 4e s t a b l i s h e d
PAU L A N G U Sc u r r e n t C E O
4 0 0 +e m p l o y e e s
O H I Oh e a d q u a r t e r s
VALTRIS& INNOVATION
Vatris Specialty Chemicals excels in the development of innovative materials that provide solutions
across a variety of polymer applications. They develop materials that improve performance and provide their customers with a valuable competitive advantage.
Valtris offers a wide range of options that allow their customers to optimize finished product performance. Some of their accomplishments include:
• A platinum family of high-solvating, non-phthalate plasticizers for specialty applications and premium performance.
• Novel heat stabilizers for applications under regulatory scrutiny.
• Leadership in phenol-free liquid stabilizers and phosphites for PVC and PU applications.
• A wide selection of biocide technologies for a variety of applications.
• Proprietary phosphate ester plasticizers.
• The development of unique metallic salts and lubricants for polymers.
• The widest range of plastisol bonding agents on the market.
Inheriting a rich history starting in 1940 with Ferro's purchase of the Walton Hills facility, Valtris Specialty Chemicals
continues to be a leading provider of specialty chemicals, serving industries as diverse as building and construction, packaging, consumer goods, transportation and oilfield additives. They excel in the development of innovative materials that provide solutions across a variety of polymer applications.
Headquartered in Independence, Ohio, and with seven facilities operating globally, Valtris offers a range of complimentary products for the specific needs of their
diverse customer base. Their development team consists of industry experts based in the USA, Europe and India.
Valtris maintains a broad and expanding product portfolio that brings quality materials and innovative solutions to customers around the world. Their technical expertise, market experience and customer service excellence are leveraged to bring their customers value and service at the highest level.
Currently, Valtris continues to be a leader in reliability, responsibility and quality in the specialty chemicals world. WWW.VALTRIS.COM
VALTRIS SPECIALTY CHEMICALS QUICK FACTS
COMPANY OVERVIEW
C o m p a ny N a m e | Po s i t i o n T i t l e 2 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
VALTRISMARKETS
Valtris covers a wide range of dynamic markets focused on plastic additives and intermediates
for chemical synthesis. These markets include Building & Construction, Chemical Intermediates, Coated Fabrics, Film & Sheet, Flooring, Packaging & Consumer Goods, Paint & Coatings, Pharmaceutical/Food Contact, Plastisol, Sealant & Adhesives, Transportation and Wire & Cable.
Valtris only works with approved and notified ingredients and works very closely with customers to ensure that their products meet all known upcoming legislative requirements.
Non-Phthalate High-Solvating Plasticizers
Specialty Plasticizers Offering Fire Retardant & Smoke Suppressing
Capabilities
Mixed Metal Heat Stabilizers
Heavy-Metal Free Antimicrobials for Plastics
Tin Stabilizers
Benzyl Chloride
UV Light Stabilizers
Bio-Based UV-Cure Coatings
High Efficiency Plasticizers
Epoxidized Soybean Oil
Epoxidized Linseed Oil
Liquid Phosphites
Metallic Stearates & Stearate Dispersions
Petrac Waxes
Bonding Agents
Tin Catalysts
CLICK HERE FOR A FULL PRODUCT CATALOG
Broad Product Ca tegor ies
PRODUCT OVERVIEW
C o m p a ny N a m e | Po s i t i o n T i t l e 3 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
PAUL ANGUSValtris Specialty Chemicals CEO
Paul is the CEO of Valtris Specialty Chemicals and has 30 years of experience in the specialty chemical and coatings industries.
He has led Valtris since December 2014, following a 28 year career at Ferro Corporation in many senior leadership roles, such as Global Business Director, Supply Chain Manager and Plant Manager.
Paul has an academic background in Biology, obtaining his BS from Western University. With his experience and technical expertise, Paul is a leader and is respected among his colleagues for his engineering and business acumen to accomplish what is needed to be done in the manufacturing arena.
HIRING TEAM OVERVIEW
C o m p a ny N a m e | Po s i t i o n T i t l e 4 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
VICE PRESIDENT OF TECHNOLOGYValtris Specialty Chemicals
• Lead the company's product innovation and technology strategy and refine areas of strategic focus through close collaboration with Business leadership.
• Manage all product development initiatives including: new product development, custom designed products and breakthrough technologies.
• Actively mine customer feedback and customer needs as key factors in product development.
• Develop and manage the technology group to drive product commercialization, including working with regulatory agencies on product approval and advocacy.
• Identify, research and evaluate new materials or technologies for potential product line incorporation, acquisition or partnerships.
• Research and evaluate technologies, production processes, material sources and additives to effectively reduce material/manufacturing costs.
• Conduct ongoing assessments (in collaboration with Business leadership) of product development efforts to ensure those with the highest strategic and commercial potential are prioritized.
• Develop complete working knowledge of competitive landscape and product offerings, benchmarking competitive product technology to identify threats and opportunities.
• Support and demonstrate a positive, collaborative approach in working with internal and external colleagues.
Job Responsibilities
Valtris is seeking an innovative and experienced leader to serve as Vice President of Technology.
The Vice President of Technology will provide leadership and direction in the identification, research, development and commercial implementation of existing, new and
emerging additives technologies. They will manage a team whose focus is to develop commercially viable products and processing methodologies that will provide Valtris with competitive product advantages and enhance the company's overall product portfolio
and profitability.
• Advanced degree in Chemistry or Chemical Engineering required.
• PhD in Chemistry or Chemical Engineering strongly desired.
• Additional education in Business related field desired.
• Minimum 10 years' experience in research and product development in the polymer additives industry.
• Demonstrable project management and leadership skills.
• Track record of success with product launches.
• Innovation driver, hard charger with creative spark.
• Results-driven with quality commitment and customer focus.
Qualifications
Overview
POSITION OVERVIEW
C o m p a ny N a m e | Po s i t i o n T i t l e 5 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
ABOUTINDEPENDENCE & CLEVELAND, OH
Independence, located just south of Cleveland, is a suburb near the heart of Cuyahoga County. Incorporated in
1914, the village became a city in 1960 and now covers 9.5 square miles with a population of over 7,000.
The community here emphasizes fun for all ages, coming together to form a multitude of recreational programs and services. The City of Independence park complex contains both indoor and outdoor swimming facilities with the latter offering scuba lessons by Buckeye SCUBA.
The Independence Local School District operates Independence Primary School, Independence Middle School, Independence High School, and St. Michael's Catholic School. Independence is also home to the Kent State University.
Cleveland is an invigorating city with many friendly and inviting places to live, learn, work and play. It is
constantly buzzing with business, culture, knowledge and entertainment. Being the second largest city in Ohio and the county seat of Cuyahoga County, it is no surprise that over 475,000 people proudly call themselves Clevelanders. Built on the bedrock of innovation, the Cleveland region continues to renew and reinvent itself. In studies conducted by The Economist in 2005, Cleveland was ranked as one of the most livable cities in the United States. Offering everything from education to ideal shopping locations, Cleveland has everything its residents need or want.
Cleveland has a variety of engaging shopping venues, from the architecturally interesting Avenue at Tower City to the new
multi-use shopping “cities,” Legacy Village in Lyndhurst and Crocker Park in Westlake. Clevelanders love to shop, and the city and its suburbs offer a myriad of shopping malls, antique districts and outlet stores for both residents and visitors alike.
The Cleveland Metroparks include a ring of 18 parks in and around Cleveland, known locally as the “Emerald Necklace.” While these venues are great for hiking, biking and jogging, it’s the unexpected extras — from sprawling lakefront beaches to lush golf courses — that truly set this collection of parks apart. Down in the valley (and several worlds over from downtown) sits the Cleveland Metroparks Zoo, featuring one of the largest primate exhibits in all of North America. More than 3,000 animals live here, spread over 183 rolling acres. The
LOCATION OVERVIEW
C o m p a ny N a m e | Po s i t i o n T i t l e 6 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
Cultural Gardens date back to 1916 and stretch three miles along Martin Luther King Jr. Drive and East Boulevard near University Circle. There are 29 established gardens and eight still in the works. They are unique in America, a collection of varied, landscaped gardens honoring the rich ethnic diversity of a city that has evolved over nearly 100 years.
A quick glimpse into the skyline will provide a dazzling introduction to the magnificent architecture Cleveland has to offer. Many of the city’s government and civic buildings, including City Hall, the Cuyahoga County Courthouse, the Cleveland Public Library and the Public Auditorium, are clustered around an open mall and share a common neoclassical architecture. Built in the early 20th century, they are the result of the
1903 Group Plan and constitute one of the most complete examples of City Beautiful design in the United States. The two newer skyscrapers on Public Square, Key Tower (currently the tallest building in Ohio) and the BP Building, combine elements of Art Deco architecture with post-modern designs. Overall, Cleveland is both historically and architecturally attractive.
Cleveland’s professional sports teams include the Cleveland Indians (Major League Baseball), Cleveland Browns (National Football League), Cleveland Cavaliers (National Basketball Association), Lake Erie Monsters (American Hockey League) and Cleveland Gladiators (Arena Football League). Local sporting facilities include Progressive Field, Cleveland Browns Stadium, Quicken Loans Arena and the
Wolstein Center. Athletes and sports fans can attend various events held at each venue throughout the year.
The Cleveland Metropolitan School District is the largest K-12 district in the state with 99 schools and an upwards of 39,000 students enrolled during the 2015–2016 academic year. It is the only district in Ohio that is under direct control of the mayor. Cleveland Plus has more than 30 colleges and universities and over 27,000 college graduates every year. Some of the region's most respected institutions of higher learning reside here, including Kent State, Case Western Reserve University, Cleveland State, the University of Akron and Youngstown State.
INDEPENDENCE QUICK FACTS
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C L E V E L A N D H O P K I N S I N T E R NAT I O NA L
c l o s e s t m a j o r a i r p o r t
C L E V E L A N Dc l o s e s t m a j o r c i t y
I - 7 7m a j o r h i g h w a y
C o m p a ny N a m e | Po s i t i o n T i t l e 7 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
INDEPENDENCE & CLEVELAND, OH HIGHLIGHTS & LINKS
City Information
• City of Independence www.independenceohio.org
• City of Cleveland www.citycleveland.oh.us
• Positively Cleveland www.thiscleveland.com
Education
• Independence Local Schools www.independence.k12.oh.us
• Cleveland Metro School District www.clevelandmetroschools.org
• Kent State University www.kent.edu
• Cleveland State University www.csuohio.edu
Shopping
• The Arcade www.theclevelandarcade.com
• Beachwood Place Mall www.beachwoodplace.com/en.html
• Steelyard Commons www.steelyard-commons.com
News
• The Chronicle www.chronicle.com
• Sun News www.cleveland.com/sunnews
Realty
• Zillow www.zillow.com/independence-oh
• Trulia www.trulia.com/OH/Independence
Arts & Entertainment
• Great Lakes Science Center www.greatscience.com
• Cleveland Museum of Art www.clevelandart.org
• Botanical Gardens www.cbgarden.org
• Cleveland Metroparks Zoo www.clemetzoo.com
Sports
• Cleveland Indians www.cleveland.indians.mlb.com
• Cleveland Browns www.clevelandbrowns.com
• Cleveland Cavaliers www.nba.com/cavaliers
C o m p a ny N a m e | Po s i t i o n T i t l e 8 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
Consider Us Your Executive Search PartnerLet us remove the delays and frustrations from
hiring hard to reach executives
Interested in taking our partnership to the next level?
We can help you assess and upgrade your executive team with A players.
Do you have a Succession Plan for your impending retirements?
Roughly 10,000 Baby Boomers will turn 65 every day for the next decade. We’re here to help!
Looking to improve your recruitment process?
We’ll show you the ROI impact our clients achieve with Ropella’s RPO (Recruitment Process Outsourcing) services.
For more information contact:
Patrick RopellaChairman & CEO
8100 Opportunity DriveMilton, Florida 32583
850-983-4777ropella.com
Skill Survey
VP of Technology Name: Date:
1. Outline University Degree(s):
(Please provide the Name and the Location of each Institution)
2. Provide a broad overview of your technical expertise related to polymer additives, including which industries, products and applications of polymers you have experienced the most success with.
3. Share an example that demonstrates your ability to successfully take a relevant technical project through the entire R&D life-cycle, from idea to commercial launch. What were some of the roadblocks you faced during the course of this project? What were the final results? (Please note: this question is an opportunity to showcase technical acumen and problem solving abilities, proprietary information is neither requested nor desired).
4. Outline your applicable patents and publications which demonstrate your successful track record of innovation and commercial success.
5. Describe your experience managing R&D budgets. What was the largest budget you have been responsible for?
6. Share your experience working within lean organizations where you had to wear a lot of hats. What did you enjoy about this type of work environment? What did you find challenging?
7. Share a specific example that showcases your ability to look beyond immediate circumstances, think strategically and create long term technical strategies leading to commercial success. What we some of the roadblocks you faced through the course of this example and how did you overcome them? What was the final result?
8. Outline your experience leading, including years' experience, developing and mentoring high performing R&D teams. What is the largest team you have lead and what were the functions of those who reported to you?
9. Describe your team management/ leadership style. Include in your description a) your experience with talent/performance management (e.g., goal setting, compensation/incentive schemes, dealing with low performers) and b) your experience with organizational development (e.g., capabilities assessment, defining future needs, training and hiring programs/initiatives)?
10. Tell us about any non-compete and/or employer restrictions that you may have. Please provide these documents for our review.
11. If asked one of the following questions during an interview, how would you answer? Why are you considering this opportunity? (or) What motivated you to consider a job change at this time?
12. Have you ever applied, either directly or through a third party, for any role with Valtris? If so what was the date of your most recent application (month/year)?
Relocation Acknowledgement As evidenced by my initials below, I acknowledge the requirement to relocate to the Independence (Greater Cleveland area), Ohio area for the specific opportunity with Valtris and am willing to do so if hired. I fully understand that this acknowledgment is a requirement for the interview process and states that I have already spoken with any necessary parties (i.e. spouse, significant other, children, parents, etc.) who may directly be impacted by my final decision to relocate.
Initials
References Please provide three to six references. The first priority is current and/or past supervisors, then employees, then peers, then customers (where appropriate).
Example: Bob Smith, currently - Business Director at ABC Corporation 412-123-4567, Email: [email protected]. Was Business Director, my direct supervisor, while I was a Manager at ABC Corporation.
We will NOT contact any references until after completing the interview process and not without notifying you first.
1) 2) 3)
4) 5) 6)
Our Candidate Comparison Score Card is to be completed on every candidate you have now screened as a potential fit. If you can tell that some of the candidates are probably Low level (in a superficial overview)
in comparison to others you set those aside now and just score the rest. The Score Card will help you objectively weigh all the Must Haves and even the preferences in such a way that at the end of using the Score Card process you can be pretty sure who the High plus candidates are, who the High candidates
are, and who the Medium candidates are. Then we focus on scheduling for the High Potentials.
Candidate Comparison-Scorecard Grader's Name:
Candidate Name: Grade:
Client Name: Valtris Hiring Mgr:
Position: VP of Technology HR Contact:
Salary Range: $175K - $200K Candidate Base: Bonus:
Communications: L = Heavy Accent - Hard to Understand M = Accent - Understandable H = No Accent - Easy to Understand Comment:
Attribute H/M/L Comment 1. Education H = Master's degree in Chemistry or Chemical Engineering M = +1/2 PhD L = +1/2 Business education
2. Polymer Additive Expertise H = 10+ years experience in polymer additive research and product development M = 7-10 years' experience in this field L = Less than 7 years' experience
3. R&D Life-Cycle H = Specific example that outlines roadblocks and demonstrates well developed problem-solving skills and technical acumen M = General example indicating success in this area L = Answer does not indicate success in this area
4. Innovation Experience H = Has a variety of credited patents and/or publications M = General response which indicates some record of innovation L = Response does not indicate a proven record of innovation
5. Budgeting H = This is a significant part of current role M = Has done this in a previous role L = Has little to no experience with these responsibilities
6. Lean Organization H = Currently works in a lean organization or has done so in the recent past; answer indicates that candidate enjoys this type of environment and is comfortable 'wearing a lot of hats' M = Has worked in a lean organization at some point during career; answer indicates proven success in this type of environment and a willing to return to this type of setting L = Has never worked in a lean organization, OR response indicates candidate has struggled working in this type of organization in the past
7. Long-Term Strategy H = Specific example that outlines roadblocks and demonstrates success implementing long-term technical strategy M = General example indicating success in this area L = Response does not indicate success in this area
8. Leadership Experience H = Has successfully managed teams of 15 or more people across various job functions M = Has successfully managed teams of 5 to 15 people L = Has never successfully managed large teams of direct reports
9. Leadership Style H = Answer indicates a well thought-out system for maximizing the potential of a team M = General answer indicating some leadership abilities L = Answer does not indicate an established leadership style
10. Non-Compete H = No relevant non-compete or non-disclosure in place M = Has a peripheral non-compete or non-disclosure in place - could limit some activities L = Has a strong relevant non-compete or limiting non-disclosure
Grading Point System: H’s = 4 M’s = 3 L’s = 2 Bonus Points = .5
Now add up the numerical value of each grade and then divide by the total number of grades
Total Points:
Divided by 10 grades =
Avg. Grade:
Connect with us to put our people and process to pro�table use today! 850.983.4777
1 ALIGNING EXPECTATIONSRopella aligns expectations with everyone on the hiring team to ensure we’re partnering e�ciently and e�ectively. We’ve created a 3-step launch approach. Through a comprehensive Intake Interview, we 1) Discuss the hiring process, 2) Evaluate the research needed, and3) Review the overall search strategy to ensure we are all on the same page.
SEARCH PREP QUESTIONNAIREAt the beginning of each search, we conduct a comprehensive Intake Interview with the hiring team to ensure Ropella fully understands the most e�ective way to present your opportunity. This includes questions about cultural dynamics, management style and the MUST HAVES for each search. We’ll also evaluate your position description, looking for potential improvements. We then identify the preferred companies and best titles to target to be sure we are focusing on the most e�ective recruiting paths.
OPPORTUNITY MARKETING PIECE Once we understand your search, our team designs an Opportunity Marketing Piece, custom created for your speci�c opportunity, used to attract the best passive candidates. This piece is a comprehensive 6 to 12-page pitch book, �lled with what’s exciting about your organization your products and their markets, as well as a description of your culture and even yourmanagement style. It also includes your position description and a thorough overview ofthe location where the position is based.
SKILLS SURVEYWe create a custom skills and experiences application based on the MUST HAVES for your opportunity. This helps us identify and select for submission the most quali�ed A and B candidates that meet all your parameters. The C candidates are set aside.
SCORECARDWe thoughtfully score all candidates as we move through the screening and interview process. In order to help you make the right hire, we assess based on skills and experience, cultural dynamics, management style, compensation and relocation �t.
PERFORMANCE STANDARDS ASSESSMENT We can dive deep and assess past performance as well as corporate and team cultural �t with a variety of personality, communications and leadership style pro�ling tools. We also o�er pre-hire, function speci�c assessment tools, as well as on the job testing exercises.
STAGE 1 | SMART STRATEGY & LAUNCH
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The SMART Search System® has revolutionized hiring in the same way Six Sigma revolutionized manufacturing. We've invested more than 30 years researching best practices, developing our own tools and continuously improving our SMART Search System® . We provide our clients precise and predictable hiring results unparalleled in the search industry.
“LIKE SIX SIGMA FOR EXECUTIVE SEARCH”
®
Through Global Talent Discovery, Assessment & Connection
Real. Expert. Advice. With over 30 years of recognized search experience, Patrick Ropella knows how to �nd and recruit the right talent.
Patrick, Thank you for all that you and Ropella do for Dow. The processes and systems you have applied (from The Right Hire) while working with Dow have proved very valuable over many years of service.
Andrew Liveris, Chairman and CEO, Dow Chemical
Patrick Ropella's current book, The Right Hire, gives us proven principles and focused strategies to identify, attract, motivate and measure talent in any �eld. If you need relief fast, read and put into practice what's in this book.
Gerry Roche, Sr. Chairman, Heidrick & Struggles
®
RECRUITINGWe run comprehensive recruiting campaigns to source, target and recruit the right candidates. We then submit the best candidates and schedule interviews as we help cultivate relationships between our clients and candidates.
INTERVIEWSWhile you’re interviewing and evaluating your �rst slate of candidates, Ropella continues to recruit, building an additional slate of optional candidates, so we don’t lose momentum and experience unnecessary time delays. We also use SPARK HIRE video interviews to improve assessment.
CANDIDATE INTERVIEW DEBRIEFAfter each interview, we debrief with each candidate to ensure the opportunity continues to be the right �t for their career.
HIRING TEAM DEBRIEF After each interview, we debrief with the hiring team to discuss each candidate as we continue to move through the interview and �nal selection stages.
REFERENCES & BACKGROUND CHECKS We o�er a variety of reference checking options. CHECKSTER is a unique and highly productive web-based tool we prefer to use on most searches.
COMPENSATION BENEFITS & RELOCATION ASSESSMENT Our proprietary Compensation Comparison Calculator merges the variety of complex compensation factors into one document. This allows for easy comparison of current and competing o�ers, to ensure you don't lose the perfect candidate to any competitor.
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STAGE 2 | SMART RECRUITING & INTERVIEWING
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STAGE 3 | SMART HIRING & ONBOARDING
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Compensation Calculator
Offer Recommendation OverviewOffer Recommendation OverviewThis chart compares Offer A (outlined on the next page) to the candidate's current compensation package.
Green indicates areas in which the offer would improve the candidate's position.
Red indicates areas in which the offer does not meet the candidate's current compensation package.
Blue indicates areas in which the offer and the candidate's current compensation package are the same.
Annual Base Salary +12%
Bonus +100%
401K Equal Equal
Medical Insurance (Out-of-Pocket)
+157%
Paid Time Off Equal Equal
�Candidates Current Compensation & Benefits
Offer & AcceptanceOffer & AcceptanceStrategyStrategy
SalarySalaryScenariosScenarios DetailsDetails
A) Salary negotiator can accepton candidate's behalf
$145,000 MacDermid offers a base of $145,000 and 4 weeks of vacation. An offersalary of $145,000 equates to a 12.5% increase over Steve's current salary.A package at this level would get an immediate acceptance from Steve, andwe can go ahead and set a start date.
B) Salary that would still beconsidered viable
$140,000 MacDermid offers a salary of $140,000 and 4 weeks of vacation. An offersalary of $140,000 equates to a 8.5% increase over Steve's current salary. Apackage at this level would still be attractive to Steve, and still showsMacDermid's commitment.
C) Salary candidate will likely walkaway from
$135,000 MacDermid offers an absolute minimum salary of $135,000 and 4 weeks ofvacation. An offer salary of $135,000 equates to a 4.5% increase overSteve's current salary. A package like this would have Steve askingquestions about MacDermid's interest in him.
Notes About Offer RecommendationNotes About Offer Recommendation
Cost of Living
The Ropella Group | 850.983.4777 | ropella.com
