A deep network. Unwavering integrity. Genuineconcern for our clients and their needs. That’s thePeckman Difference, and it’s the approach that hashelped us become the premiere executive searchservice for the Pacific Northwest and beyond.

At Peckman Search Partners, we truly believe thatCaring is the ultimate competitive advantage.

We take a common-sense approach to recruitmentand pledge to clients’ complete satisfaction, andthat makes the Peckman Difference.

CARING ISTHE ULTIMATECOMPETITIVEADVANTAGE

Our commitment to transparency means that how we do what we do is nosecret. We don’t take shortcuts or become unavailable and incommunicado,because that’s not how we would want to be treated. In fact, it is commonsense and the Golden Rule that form the 5 lynchpins of our approach, whatwe call the Peckman Difference.

We Work Until the Job is Done. Our commitment to our client begins with the development of a comprehensivejob description and hiring plan that includes a needs assessment and takes into consideration the company’s long-and short-term goals. Peckman’s thorough candidate profiles mean no surprises; who you see on the page is who youwill see at the interview. And when the time comes to negotiate salary, our experts in executive compensation willensure a fair outcome for all parties.

We Embrace our Network. Peckman’s deep network of 10,000+ connections has been lovingly cultivated sincewell before our launch. Constantly evolving, it contains information not only on candidates’ skills but intangiblesthat help ensure a perfect fit.

We Value the Importance of Recruiter-Client Communication. The only way to stay on track during asearch is to install an open, two-way line of communication between our recruiters and clients. When you call, wewill answer – it’s as simple as that.

We Respect our Clients and our Candidates. There is no way to sustain a successful business over time if youdon’t treat people the right way. We want our candidates to know their own worth and our clients to rest easy in theunderstanding that Peckman will deliver on what we promise.

We Have Fun. Peckman’s recruiters have the confidence that comes from years of experience and the certaintythat we know what we are doing. We don’t need to sweet-talk, double-talk or overstate our abilities to our existingor potential clients and candidates, because we are secure in our position as the retained-engagement leader inthe Pacific Northwest.

WHYPECKMAN?

At Peckman Search Partners, we believe in open communication and completetransparency. Our methodology has been honed over the years into an efficientand thorough process that is supremely effective as well as fair for both sides.

Here is a bit about how we do what we do.

Step 1: Client Consultation. What Company A needs in an executive isn’t the same as what Company B is lookingfor, so why would they share a generic job description? Instead, we interview key team members to get a thoroughpicture of the client’s business itself—its structure, climate, current needs and long-term goals—as well as what factorseach hiring participant sees as vital to a successful engagement. From there we can develop a unique and thoroughtargeted job description that takes intangibles such as personality and emotional intelligence into account alongsideskills and experience.

Step 2: Networking. After establishing a comprehensive candidate profile, we reach out to the 10,000+ membersof our global network of prominent executives at both established companies and hot start-ups and headhunt withintargeted industries to find the perfect fit for your particular opportunity.

Step 3: Screening. Our process includes interviewing and vetting candidates in the market for competencies, pluspreviously identified must-have traits such as pro-activity, diplomacy, strategic thinking and grace under pressure.Our years of experience help us delve beyond basics such as reference checks – which are exhaustive – to get to knowthe real individual behind the resume. We keep all collected data about our Clients/Candidates in our proprietary andconfidential database. We do not share, sell, or rent your personal information with third parties without your priorconsent and never for their promotional use.

Step 4: Conducting Interviews. At this point, we will meet with you to review together the comprehensiveoverviews of each candidate who made it through our thorough screening process so that we can identify preciselywith whom you’d like to speak. We will steward all aspects of the subsequent interviews, including follow-up andfeedback from the interview team, to ensure that clients and candidates are in synch and can focus on the interviewitself rather than the logistics.

Step 5: Putting Feedback to Use. After each interview, we gather feedback from candidates regarding his orher perception of how everything went and incorporate the information into a detailed recap for the hiring team’suse. At our client meeting, we will discuss each finalist and consider the best fit for the position. Once an ideal candidateis decided upon, we take the steps necessary to seal the deal.

Step 6: The Close. We will work with you to craft a compensation package and then communicate all critical pointsto the targeted candidate. Our fair-minded negotiations will ensure mutual clarity and satisfaction for both sides..

HOWWE

WORK

THE

PECKMAN

DIFFERENCE

The most innovative, fair-minded pay structure of any retained recruitment firm.

“Performance-Based Hiring” is a concept developed at Peckman Search Partners. that we believein and have found that our clients really appreciate.

In traditional retained search firms, clients pay one third of the recruiters’ fee up front, one thirdhalfway through and the final third at the end of the search, whether or not a successfuloutcome is achieved.

We don’t think that’s fair. Our straightforward pricing model includes only an up-front sourcingcharge and a final payment equal to a hired candidate’s first-year salary. Another key difference:We continue the search until a successful placement is made, and we don’t accept paymentuntil our client lets us know that he or she is completely, utterly, over-the-moon satisfied.

Thanks to our proven track record, many of our clients are repeat customers who first ask forhelp in building an executive team and then come back to fill other positions. For these frequentflyers, Peckman accepts a monthly retainer so as not to gouge clients who have come to trustus; to us, any other payment structure would be biting the hand that feeds us, and it would justfeel wrong.

We are proud to have created the concept of Performance-Based and monthly retainer models.While others may emulate our approach, we don’t know of another firm out there with theexperience and expertise to execute the model in quite the same way. Then again, there isn’tanother firm out there like Peckman Search Partners.

READY

TO GET

STARTED?

Peckman’s goal is to complete an engagement within 90 days. However, wearen’t done until you are satisfied, no matter how long it takes. From our firstmeeting until this next member of your team is placed, we will be working toensure your absolute satisfaction.

In order to begin our collaboration, we need to finalize a recruiting contract,then meet with the hiring team to create a job description and establishexpectations. We will then post the position on the Peckman website, send it asan announcement to members of our extensive network and begin the processof identifying and securing the right person for the job.

Get in touch with us today!

peckmansearchpartners.comgina@peckmansearch.com

253.312.3475

SATISFIED

CLIENTS

We are proud of all our wonderful partners, who span a wide range of industries,from traditional consumer service to B2B and B2C. Here is a small sample ofsome of the amazing companies with whom we have worked on C-levelengagements, including those for CEO, COO, VP, CTO and directorship positions.

CLIENT

REFERENCES

To fully understand what we can do for your business, talk to someone who hasbeen right where you are now.

Challenged with selecting a recruiting firm to help them grow their businesses theright way, with an eye on long-term success and a heightened level of caring andpersonal attention, they each chose Peckman. While these companies are varied insize, scope, mission and focus, each have become satisfied and loyal members of thePeckman Search Partners family and would love to share their experience with you.

Allrecipes.com, a division ofMeredith Media and MarketingGail Love, VP of Human Resourcesgaill@allrecipes.com206-484-4911

DocuSignLynda Mills, DirectorHuman Resourceslynda.mills@docusign.com206-219-0182

Tideland Signal CorporationMatt Scheuing, CEOmatt.scheuing@tidelandsignal.com 425-246-3377

Maveron Clayton Lewisclewis@maveron.com206-288-1710

Juno TherapeuticsRobin Andrulevich, VP of Peoplerobin.andrulevich@junotherapeutics.com206-898-3871

MD2 InternationalPeter Hoedemaker, CEO hoedemaker@md2.com206-369-2521

ABOUT

GINA

PECKMAN

Is Gina Peckman the real-life superhero of executive recruitment? Well, more than a quarter-century of fulfilling engagements has honed those senses to dizzying levels. Instinctively,she appreciates that the intangibles are what make a particular candidate not simplyqualified but just right. Known in her field as the powerhouse founder of Dynamo Recruiting,perhaps Gina’s true superpowers are her knack for evolution, reinvention, and striving touphold the principles of the industry she helped build.

Throughout the past decade, she's maintained this powerful vision, working with a "who'swho" list of Pacific Northwest clients that includes top start ups-as well as Fortune 500enterprises-all of whom have benefited greatly from her expertise in the talent acquisitionand management arena. Having completed hundreds of executive placements to date, alongwith numerous mid-management and technical search, Gina knows exactly how toshowcase an employer's job opening, product offering and cultural aspect to attract andclose deals with top performers from around the globe.

Gina is the standard-bearer for Peckman Search Partners and all that it embodies: sustainedexperience, uncompromising integrity, and a personal connection and steadfastcommitment to clients and candidates. As leader of the only company to bear her name,Gina champions its values and mission to create rewarding connections.

As for those rare occasions you won't find Gina sealing the deal on a new hire or finding aninnovative new way to add value to her clients, you'll likely spot her on a scuba diving trip,hanging out with her family or making trouble on her snowmobile!

SUPERPOWER: FIRE Gina’s superpower is her fiery personality, but others would say it’s her warmth—which is aslight, but significant, difference. Either way, we say: Flame on, Gina!