ASE Holdings
President
“I enjoyed working with Mark. He didn’t lose patience with us when we wanted to keep looking for more candidates, was always available and answered all our questions, his evaluations were spot-on and insightful, he worked hard to understand our needs and find the right candidates and he was always professional in his communications.”
Capo Holdings
President and CEO
“Reading your newsletter, I am in full agreement with how you describe your methodology, and the messages that Mike and Mark put forth in the video-you guys are the best in the business. Capo would not have achieved the performance levels that we did (in the time that we did) without the [...]
Senior Aerospace – Metal Bellows
CEO
“I have known Michael Boyle and the BOB team for a few years and I have found them to be very professional and they produce results! Their Search System is extremely effective and provides client companies the confidence that they are hiring the Right person for the Right role. I recently [...]
Apex Technology Holdings, Inc.
President and CEO
“I have known Michael for several years now, having sat on both sides of the table; from both a potential hiring, as well as a personal job relocation perspective. Michael is a professional, and treats his contemporaries and clients in the same manner. I hold Michael in the highest regard, [...]
Ranger International Services Group, Inc.
CEO
“The team at BOBSearch are expert headhunters in the Aerospace/Aviation industries, in addition to other technicalsectors. I know from first hand experience that this firm is exceptionally thorough on research and performance fit. Highly recommended; we’d consider it a privilege to work with them again.”
“I have used executive search firms for C-level retained searches for over twenty years. Without a doubt, Boyle Ogata Bregman stands in a league of its own. I have never before received the level of responsiveness, intelligence, practical advice, and rigor they deliver in their process. Where many other firms go through [...]
“During my tenure as the Sr. VP Sales & Marketing for the Danfoss North America Motion Controls division, I hired Mark for a total of 10 searches for positions at the Vice President, Director and Senior Manager level from 2003 to 2006. Mark was already familiar with the industry, and rapidly gained …”
“I have retained Boyle Ogata Bregman for several key searches over the last five years. For each one, I have been impressed with how thorough, strategic, and persistent they have been in finding excellent candidates. In the course of our relationship …”
“As CEO of Senior Aerospace, I highly recommend Michael Boyle as a Senior Management Level recruiter. The Boyle Ogata Bregman Performance-Based Search System is the most comprehensive recruiting system I have used in the industry…”
Engines Product Center Site Leader Senior Director
“I am writing this paragraph for the purpose of recognizing a team of professionals for superior customer satisfaction. My experience was so good; I wanted other professional to have the same opportunity I had…”
“Mark is a highly respected builder of teams, organizations and businesses. I have been very pleased to do volunteer work with Mark in the area of teaching business people how to build great management teams…”
I would like to take this opportunity to endorse Mark Bregman as a leader in the recruiting industry. As an Executive Vice President in the Aerospace Industry…”
I was a candidate for a search Mark was leading. Having been a target candidate for a number of executive recruiters, I found Mark stood out for his exceptional understanding of his client and the position requirements…”
“I am pleased to provide my strong endorsement of Mark. I have known Mark for about seven years, having met as members of Tech Coast Angels. He has a keen understanding of the impact of business culture on a company’s success…”
<p>The Principals at Boyle Ogata Bregman have over 88 years of combined experience in executive search. From aerospace to publishing, they are experts at finding “A” players for companies in various sectors.</p>
The Principals at Boyle Ogata Bregman have over 88 years of combined experience in executive search. From aerospace to publishing, they are experts at finding “A” players for companies in various sectors.
BOYLE OGATA BREGMAN IS BRINGING LEADERS TO SMART COMPANIES.TM
Our mission is to provide the highest quality executive search services, as well as high-value Human Capital Optimization consulting, to ensure that our clients benefit from the new executives we bring and the solid players already on board.
BOYLE OGATA BREGMAN utilizes a unique process known as The Performance-Based Search System to ensure that our clients can hire outstanding individuals for senior management positions, individuals that make a positive contribution to the company’s bottom line profitability.
History
The J. Michael Group was formed by J. Michael Boyle and Keith Ogata in 1979. The firm name was changed to BOYLE OGATA in 1996.
Strong in aerospace from its inception, in the early years the firm did a substantial amount of placement for Northrop, involving management level and executive positions for the massive hiring plan to staff the B-2 Stealth Bomber program.
As the aerospace prime industry began to shift, the founders expanded into other types of aerospace and high-tech companies and entrepreneurial start-ups, especially those funded by venture capital and private equity. This broad base of business enabled the company to present itself as a “Generalist,” but with specific expertise in certain areas. In 1994, Mark Bregman joined the firm, and the company transformed into a retained search firm focusing on high level management positions. With the introduction of The Performance-Based Search System in 1995, the company began to utilize a unique process that addresses every aspect of a client’s hiring program, from the initial identification of a potential need to hire, through development of the Performance-Based Position Profile, to evaluation of candidates, hiring, providing the new executive’s business plan for the first year, and the criteria for evaluating their performance at the end of that year.
In 2001, the partners decided to rename the company BOYLE OGATA BREGMAN.
Client response to The Performance-Based Search System has been 100% favorable, and BOYLE OGATA BREGMAN now attributes 75% of its business to repeat and referral clients.
The firm continues its strong focus on aerospace, with significant expertise in high tech, manufacturing, distribution, consumer products, and more. See our Completed Search page for more details. We fill key management positions in all functional disciplines, including operations, sales & marketing, finance, engineering, quality, supply chain, etc.
We look forward to working with you!
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Our clients can tell you more effectively than we can why Boyle Ogata Bregman is different. Start with our Testimonials Page for specific comments from our satisfied clients.
We are passionate about performance. This means the candidate we place with you will be:
A Precision Fit: The Performance-Based Search System identifies and evaluates candidates based on their ability to produce specific, tangible results. And we ONLY source people from your sector, currently doing the exact job you need to have done.
An “A” Player: We define “A” Players as those top 5% performers who can have a substantial impact on your bottom line, and who will stay longer to help you achieve your goals. Our placed executives typically stay twice as long as someone you hire on your own.
You will benefit from our services for the following reasons:
Domain Expertise: We will only take assignments where we have proven capability to perform.
Experience: Founded in 1979; the three principals have a combined total of 88 years of executive search skills.
Track Record: 75% of our business is repeat and referrals from satisfied clients
Proven, Unique Process: At the risk of being repetitive, our Performance-Based Search System really is that good. Not only does it result in a better candidate fit up front, it actually serves as a recruiting tool.
Principals Manage Projects: You won’t be handed off to an inexperienced consultant. A principal will actively manage your search, actually interview your candidates, and update you regularly.
ROI: We know that employers worry about search fees, so we concern ourselves with your bottom line. A good placement is someone who returns the fee to you many times over with top performance.
Consulting: How many recruiters do you know who have a full suite of Human Capital Optimization services? We have significant experience and competency in Management Assessment, Organizational Analysis, Compensation Design, Executive Coaching, Candidate Sourcing, and more.
Performance Based Search System
Impressive track record in recruiting “A” players who impact your bottom line
75% of our business is repeat or referrals from satisfied clients
Your search performed by a company principal, aided by veteran recruiters and recearchers
Experts in candidate motivation – we submit people who will accecpt your offer
Complete suite of Human Capital Optimization consulting services also available
Boyle Ogata Bregman (bobsearch.com) is an executive search firm located in Irvine, CA (Orange County). Please feel free to contact us for information on our executive search recruitment services or you can download our e-brochure here.
BOYLE OGATA BREGMAN EXECUTIVE SEARCH
17461 Derian Avenue, Suite 202
Irvine, CA 92614
Tel: (949) 474-3365
Impressive track record in recruiting “A” players who impact your bottom line
75% of our business is repeat or referrals from satisfied clients
Your search performed by a company principal, aided by veteran recruiters and recearchers
Experts in candidate motivation – we submit people who will accecpt your offer
Complete suite of Human Capital Optimization consulting services also available
Performance Based Search System
Impressive track record in recruiting “A” players who impact your bottom line
75% of our business is repeat or referrals from satisfied clients
Your search performed by a company principal, aided by veteran recruiters and recearchers
Experts in candidate motivation – we submit people who will accecpt your offer
Complete suite of Human Capital Optimization consulting services also available
Boyle Ogata Bregman provides thought leadership in executive staffing and all aspects of Talent Management. We tackle challenging topics like the multi-generational workforce, Disruptive Leaders for Disruptive Companies, and how to avoid the most frequently made fundamental hiring mistakes. We’re candid, provocative, out-of-the-box thinkers.
Through our involvement with Tech Coast Angels, the Harvard Business School Association of Orange County, Vistage, YPO, local universities, and other business and civic organizations, we seek to expand the knowledge base of our professional colleagues, clients, and strategic partners. Download a speech or an article, visit our new blog, or request a speaker. We look forward to helping you get to the next level in optimizing the utilization of your key executives.
BOYLE OGATA BREGMAN utilizes a unique process, The Performance-Based Search System, to profile, identify, and recruit leaders based on the critical results needed from the position.
Achievement of aggressive company objectives depends upon the solid performance of key leaders who are uniquely capable of producing essential results. The Performance Based Search System enables employers to maximize productivity and profitability by ensuring that only “A” players are hired for critical positions. By identifying candidates on the basis of what they can bring to your bottom line, BOYLE OGATA BREGMAN becomes your strategic ally. Most search firms don’t concern themselves with improving their client’s profits. We always do.
BOYLE OGATA BREGMAN utilizes a unique process, The Performance-Based Search System, to profile, identify, and recruit leaders based on the critical results needed from the position.
Achievement of aggressive company objectives depends upon the solid performance of key leaders who are uniquely capable of producing essential results. The Performance Based Search System enables employers to maximize productivity and profitability by ensuring that only “A” players are hired for critical positions. By identifying candidates on the basis of what they can bring to your bottom line, BOYLE OGATA BREGMAN becomes your strategic ally. Most search firms don’t concern themselves with improving their client’s profits. We always do.
Please take a tour of the complete system, which includes the following steps:
We begin a client relationship by developing an understanding of your organization’s goals and company culture. We want to help you structure and develop your senior team for optimum performance. We will visit your offices, and meet key executives whenever possible. Our focus on Performance Objectives for each critical hire often helps our clients clarify and refine company objectives.
We find people other agencies can’t, our sourcing techniques guarantee that our candidate pool is customized to your specific needs. Unlike other firms our research is done in-house utilizing unconventional but ethical means to find those sometimes hard to find “A” players. We also maintain a proprietary database of candidates that is constantly growing.
Creating the Performance-Based Position Profile
The cornerstone of our process is the creation of a detailed profile focused on the performance objectives for the position. We will ask you a series of specifically formulated questions that will elicit the information we need to produce an excellent specification.
We will:
Determine the most important, specific, tangible results needed from the key individual, and the performance measurement criteria that will determine if the person has been successful in producing the essential results.
Identify the values, beliefs, and character traits the successful candidate must possess to succeed in producing the desired outcomes, and to fit in the company’s culture.
Define the reporting relationship, career development potential, compensation details, and other important issues essential to properly profiling the position.
Identify the skills and experience required to accomplish the critical results.
Critical to the success of our searches is the unique, precise, and accurate recruiting and candidate evaluation we perform. Our clients appreciate the detailed output which proves why the candidate is a fit for the position.
Target specific companies with size, scope, and focus appropriate to the search.
Identify individuals in targeted companies, and begin phone campaign.
Screen targeted individuals for background and experience, level of interest, and motivation.
Utilizing BOYLE OGATA BREGMAN’s proprietary interview system, determine the candidate’s specific ability to produce the essential results. We ask customized questions, unique to your search, to outline what evidence exists in the candidate’s experience that would enable the individual to produce the results needed in your detailed position profile.
Examine the person’s values, beliefs, goals, priorities, motivation, work style, etc. to find areas of congruence or disagreement with the company’s needs.
Validate ability, background, experience, and character through reference checks.
For each candidate we present a “candidate package” is created that includes the candidate’s resume, their written response to the performance objectives, our recruiter’s notes, and the input from a partner at the firm. This package ensures that you are getting all the critical facts you need to identify the best fit.
We also assist our clients in learning how to conduct a performance-based interview, including providing structured questions and in-house training if necessary.
Once you have selected the ideal candidate, we will assist in every aspect of getting the chosen candidate on board at your company.
This will include:
Providing expert, objective assistance in defining the candidate’s requirements and structuring the final offer.
Extend offer to candidate.
Facilitating the in-bound transition of successful candidate to your company through consultation during the resignation and relocation process.
Clarifying, refining, and achieving alignment on the expectations of the employer and the new executive, to ensure early success in the new position.
Using the Performance Based Position Profile as a Business Plan
Your company has a business plan. Each of your leaders needs one too.
When our process is complete, and the newly placed leader is on board, the Performance Objectives in the Position Profile are re-validated by the employer and the executive. These objectives will then form the foundation of the new leader’s one-year business plan.
Using the Performance-Based Position Profile as a Year-End Evaluation Tool and Basis for Incentive Compensation
The Performance Evaluation section of our Profile enables you to evaluate the new leader on the basis of specific measurable criteria.
We have assisted many employers in turning this section into a Management by Objective [MBO] tool, applying a formula to each of the objectives, and translating performance into incentive compensation.
Critical to the success of our searches is the unique, precise, and accurate recruiting and candidate evaluation we perform. Our clients appreciate the detailed output which proves why the candidate is a fit for the position.
Target specific companies with size, scope, and focus appropriate to the search.
Identify individuals in targeted companies, and begin phone campaign.
Screen targeted individuals for background and experience, level of interest, and motivation.
Utilizing BOYLE OGATA BREGMAN’s proprietary interview system, determine the candidate’s specific ability to produce the essential results. We ask customized questions, unique to your search, to outline what evidence exists in the candidate’s experience that would enable the individual to produce the results needed in your detailed position profile.
Examine the person’s values, beliefs, goals, priorities, motivation, work style, etc. to find areas of congruence or disagreement with the company’s needs.
Assist employer to conduct a performance-based interview, including providing structured questions and in-house training if necessary.
Validate ability, background, experience, and character through reference checks.
Critical to the success of our searches is the unique, precise, and accurate recruiting and candidate evaluation we perform. Our clients appreciate the detailed output which proves why the candidate is a fit for the position.
Target specific companies with size, scope, and focus appropriate to the search.
Identify individuals in targeted companies, and begin phone campaign.
Screen targeted individuals for background and experience, level of interest, and motivation.
Utilizing BOYLE OGATA BREGMAN’s proprietary interview system, determine the candidate’s specific ability to produce the essential results. We ask customized questions, unique to your search, to outline what evidence exists in the candidate’s experience that would enable the individual to produce the results needed in your detailed position profile.
Examine the person’s values, beliefs, goals, priorities, motivation, work style, etc. to find areas of congruence or disagreement with the company’s needs.
Validate ability, background, experience, and character through reference checks.
For each candidate we present a “candidate package” is created that includes the candidate’s resume, their written response to the performance objectives, our recruiter’s notes, and the input from a partner at the firm. This package ensure’s that you are getting all the critical facts you need to identify the best fit.
The results are a detailed profile of the candidate, including our candidate summary, a write up done by the candidate, and very precise reference checks, similar to these samples:
Once you have selected the ideal candidate, we will assist in every aspect of getting the chosen candidate on board at your company. This will include:
Providing expert, objective assistance in defining the candidate’s requirements and structuring the final offer. Extend offer to candidate.
Facilitating the in-bound transition of successful candidate to your company through consultation during the resignation and relocation process.
Clarifying, refining, and achieving alignment on the expectations of the employer and the new executive, to ensure early success in the new position.
Business Plan – Using the Performance Based Position Profile as a Business Plan
Your company has a business plan. Each of your leaders needs one too.
When our process is complete, and the newly placed leader is on board, the Performance Objectives in the Position Profile are re-validated by the employer and the executive. These objectives will then form the foundation of the new leader’s one-year business plan
We find people other firms can’t, our sourcing techniques guarantee that our candidate pool is customized to your specific needs. Unlike other firms our research is done in-house utilizing unconventional but ethical means to find those sometimes hard to find “A” players. We also maintain a proprietary database of candidates that is constantly growing.
We begin a client relationship by developing an understanding of your organization’s goals and company culture. We want to help you structure and develop your senior team for optimum performance. We will visit your offices, and meet key executives whenever possible. Our focus on Performance Objectives for each critical hire often helps our clients clarify and refine company objectives.
Using the Performance-Based Position Profile as a Year-End Evaluation Tool and Basis for Incentive Compensation
The Performance Evaluation section of our Profile enables you to evaluate the new leader on the basis of specific measurable criteria.
We have assisted many employers in turning this section into a Management by Objective [MBO] tool, applying a formula to each of the objectives, and translating performance into incentive compensation.
Creating the Performance-Based Position Profile
The cornerstone of our process is the creation of a detailed profile focused on the performance objectives for the position. We will ask you a series of specifically formulated questions that will elicit the information we need to produce an excellent specification.
We will:
Determine the most important, specific, tangible results needed from the key individual, and the performance measurement criteria that will determine if the person has been successful in producing the essential results.
Identify the values, beliefs, and character traits the successful candidate must possess to succeed in producing the desired outcomes, and to fit in the company’s culture.
Define the reporting relationship, career development potential, compensation details, and other important issues essential to properly profiling the position.
Identify the skills and experience required to accomplish the critical results.
The results are detailed profile similar to these samples:
<p>The Principals at Boyle Ogata Bregman have over 88 years of combined experience in executive search. From aerospace to publishing, they are experts at finding “A” players for companies in various sectors.</p>
The Principals at Boyle Ogata Bregman have over 88 years of combined experience in executive search. From aerospace to publishing, they are experts at finding “A” players for companies in various sectors.
Celebrating five years with BOB Search, Amanda Smith has played a key role in the growth, marketing and internal development of the company. After receiving a Bachelor’s Degree in Communications with a Pre-Law minor from California State University, Monterey Bay, Amanda began her career in brand management for a winery. She then owned her own marketing consulting business. Since joining BOB Search in 2008, Amanda’s areas of expertise have included aerospace, defense, national and homeland security, and high-tech manufacturing. Recently named a Vice President, Amanda handles marketing, project management, and recruitment for the firm. She has proven skills handling multiple priorities, establishing productive relationship-driven networks, evaluating and improving the effectiveness of projects and delivering impactful results. Most recently, Amanda was instrumental in established a Los Angeles/Orange County Chapter for Women in Defense, a national professional organization associated with the NDIA (National Defense Industrial Association). In addition to her BA degree, Amanda holds an MBA from Argosy University.
With over 25 years of executive search experience, Keith has acquired a deep knowledge of several industries and functional areas. He excels in identifying uniquely qualified executives in a variety of industries including:
General Manufacturing
High Technology
Industrial Products
Test and Measurement
Aerospace and Defense
Retail
Consumer Products
Distribution and Logistics
Oil Services
Medical Device
Keith attained a BA in Sociology from California State University, Fullerton, CA in 1977 then joined J&J Associates, a large executive search firm based in Orange County and Los Angeles. In 1979, he and his partners founded BOYLE OGATA BREGMAN. Keith prides himself on forming deep, long-term relationships with his clients and strives to partner with them as they grow their business. He assists clients in organizational planning, compensation analysis, and market intelligence.
Mark has successfully applied the Performance-Based Search System to executive searches in a variety of industries, including technology products, software, manufacturing and distribution. With expertise in all functional disciplines, Mark is known for his special capability in sales & marketing leadership roles. Mark is also the principal contact for Boyle Ogata’s Human Capital Optimization consulting services.
After receiving a Bachelor of Architecture from Pratt Institute in New York, Mark spent 14 years in commercial design and construction, including 7 years as President of his own firm, Bregman Enterprises. He entered the executive search profession in 1984, and became Vice President and General Manager of a 20-person firm in 1989. He received his Master’s in Psychology from Pepperdine University in 1991, and joined BOYLE OGATA BREGMAN as a partner in 1994.
Mark has published numerous articles on hiring and has been a speaker at business groups and colleges on hiring issues. Mark writes Boyle Ogata Bregman’s blog, under the title Headhunter’s Secret Guide.
An Aerospace industry expert, Michael successfully advises clients in the placement of key management positions, focusing on high impact players who can generate change and growth. Michael enjoys repeat business with both large Fortune 100 clients, and entrepreneurial businesses, and he has worked in the military, commercial, and business aircraft sectors. His key clients include Northrop Grumman, Gulfstream, Senior Aerospace, and Nordam, as well as many other subsystem, component, and MRO organizations.
After receiving a Bachelor of Science degree from Penn State University in 1976, Michael spent several years in the restaurant and hotel industry, including executive management positions with Host International, a division of Marriott International. Michael entered the executive search profession in 1979 as one of the founding partners of our firm. Michael has played a key role in assisting clients with integration and expansion of companies funded by venture capital and private equity. He regularly advise clients on organizational management issues.
Ryan Boyle recently joined BOB Search as a Vice President, and will be focusing on management of executive searches as well as serving as the company’s CFO. Prior to joining BOB Search, Ryan was a Director of Finance at a private equity backed consumer products company. After receiving his Bachelor of Accountancy from the University of San Diego, Ryan began his career in public accounting at KPMG LLP, performing audit and buyer-side merger and acquisition due diligence services. Ryan has extensive experience in consumer products, warehouse and distribution based businesses, and the challenges facing middle market companies. Ryan’s business experience includes high level business analysis, forecasting, negotiations and recruiting. These skills enable him to quickly see the best possible solutions in organizations.
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Boyle Ogata Bregman has worked on executive searches with private equity and venture capital owned companies in the aerospace, defense and manufacturing areas, and understands the unique requirements expected in executive leadership positions in these companies. Private equity and VC investors expect “A” players in all key functional roles, including C-level (CEO, COO, GM) and VP level positions in Sales & Marketing, Supply Chain, Operations, Quality, Engineering, and more. Executives are expected to generate above average growth in companies owned by Private Equity and Venture Capital investors, and Boyle Ogata Bregman is Bringing Leaders to Smart Companies in this niche.
Please contact us to learn more about our private equity executive search experience.
Our passion for performance extends to our approach to Talent Management. Our focus on defining specific objectives for each key individual on your team, and evaluating people based on their capability to deliver those results. This approach can be used in Organizational Design, Management Assessment, Workforce Planning, Talent Acquisition Strategies, and more. We can also train your Talent Acquisition and Recruiting Team, as well as your Hiring Managers, in how to implement our Performance-Based approach so you can achieve better hires more quickly.
We have innovative new solutions that include:
Strategic Workforce Planning – we can provide a performance-based overlay to SWP that provides practical tools to speed and enhance your talent acquisition planning and strategy.
Talent Acquisition Planning – What do you need accomplished? When? Who will do it? Where are they now? Why will they work for you? How will you find and attract them? Whether your issue is acquiring new talent, developing current team members, redeployment of people, or using temporary solutions – our approach will help you make the best decision and hit the target accurately every time.
Every Talent Management project is custom designed to help your Human Capital Optimization. Most executive search firms have no capability beyond recruitment. We’ve been adding value to our clients’ talent management processes for over 10 years.
Our clients want access to the best candidates, even when they want to recruit on their own. This must include the “A” players that are now productive and satisfied (the so-called “passive” job seekers), who might be open to exploring a new opportunity. Boyle Ogata Bregman provides expert consulting in candidate sourcing to help employers find these top performers. This typically includes the following:
Industry and Company Identification: Collaboration with employer to define key industry segments and specific companies from which the employer wants to see candidates.
Sourcing Road Map: Specific techniques that your recruiting team can use to identify and harvest ideal candidates.
Communications Campaign: We draft specific electronic communications, telephone scripts and other tools to ensure that your team will be completely effective in reaching and connecting with targeted prospects.
Advertising: Our ads are 6-10 times more effective* at attracting candidates, increasing your yield on any job posting.
Training: We will train your recruitment team in “Headhunting 201sm” – how to recruit like a PRO.
Direct Recruitment: For clients without their own recruiting team, we can implement the strategic sourcing plan, monitor, track, report, and dramatically improve your results.
* Based on independent analysis by Career Builder job board
For executives in transition, or for those who are currently employed but wish to leverage their capability into a more rewarding career position, Boyle Ogata Bregman offers executive career marketing and development consulting. Each program is custom designed for your unique needs, and typically includes:
Assessment of Transferable Skills: Defining the specific value you will add to your next employer. Identify Prospective…
Employers: Use precision targeting to identify the employers who align with your goals and can best utilize your talents.
Communications Tools: Most candidate inquiries, through every means of communication, fail. Let us show you how to get in the door, with specific letters, e-mails, resume format, and telephone scripts that will work for you.
Networking: Most executive positions really are not advertised, but created based on opportune connections. We’ll show you how to mount a successful networking campaign that has your friends (and even strangers) opening doors for you. Be part of the 5% of job seekers who know how to use this channel successfully.
Interviewing: Don’t get de-selected before you have a real chance. Know how to establish excellent rapport, subtly lead an interview, tell your story in a compelling manner, and make a favorable impression, every time.
Deal-Making: When and how to discuss terms to elicit a great offer that you will want to accept.
What is your ROI on compensation? Is your compensation plan designed to produce specific tangible results? Boyle Ogata Bregman can help you implement a Performance-Based Compensation Program that dramatically enhances performance of your key management team, and even improves the performance of your rank and file employees. Our compensation projects can include:
Surveys: Find out what your competitors are doing, even in privately held companies. We conduct custom surveys designed to capture critical data that will enable you to adjust to your market and compete for top talent, without over-spending on personnel.
Incentive Compensation Planning: We will show you how to tie your evaluation process seamlessly into compensation. We design bonus plans that reward people for their specific ability to enhance your bottom line. Your key employees will like this form of compensation planning so much, it virtually guarantees improved retention, and ensures that you only pay for value received. See our sample MBO – Performance Based Compensation Plan.
Utilize our expert coaching for yourself, or for one of your key executive reports that might need a “tune up.”
Using a results-oriented approach, we help executives to focus on priorities, set goals, and create an action plan for success that aligns with a balanced life. Coaching can be oriented toward greater effectiveness on the job, a career change, stress reduction, or your most critical issues.
We will find out what is really important to YOU, what resources you already have, what challenges you face, what actions you need to take, and what are the specific, tangible outcomes you desire.
Client coaching relationships start with an in-depth initial conversation to define your needs, set goals, and determine how we will proceed. Weekly or semi-weekly conversations and e-mail as needed will help you to consistently take action (and refine and adjust that action) to meet goals, and to STAY ON TRACK!
Clients have found that our coaching has helped them to focus on results, become congruent in their actions, make better decisions, make improvements in productivity and quality of relationships, and in some cases, turn their lives around. We’ve also been instrumental in helping people leverage their careers and obtain better positions.
Consistent achievement of aggressive growth goals and other critical company objectives depends upon having solid leaders who are uniquely suited to the role they play, and who are capable of producing the essential results. We ensure that our clients can maximize productivity and profitability and optimize the results from executives in key positions. Assessment projects typically include:
PERFORMANCE NEEDS OF COMPANY AND POSITION: Define the company’s critical goals, along with the specific, tangible results needed from each key individual. Develop performance measurement criteria to determine success. Discover the values and beliefs the successful candidate must possess to succeed in producing the desired outcomes, and to fit in the company’s culture. Create a performance-based position profile that defines the above issues for each critical management role.
ASSESS KEY LEADERS ACCORDING TO POSITION PROFILE: Determine each incumbent’s ability to produce the essential results. Determine if the incumbent’s character and personality traits align with the demands of the position, and are well suited to interaction with other executives. Examine goals, priorities, motivation, work style, etc. to find areas of congruence or disagreement with the company’s current and future needs.
RECOMMENDATIONS FOR ACTION: Provide senior management with specific advice, upon which decisions can be made about each key leader’s potential. Furnish specific strategies on how to maximize the effectiveness of key individuals. Advise management on organizational changes and adjustments that would prove beneficial to the company.
Keeping an ineffective individual in a key position can be costly, perhaps fatal to the efforts of a growing company. Using the PERFORMANCE-BASED MANAGEMENT ASSESSMENT to determine a key manager’s ability to produce essential results ensures that company owners will achieve their goals in a competitive market.
Organizational consulting custom designed to reflect your needs and goals, and to achieve specific results. Our projects typically include:
Understanding Corporate Goals: Defining and clarifying specific, tangible, measurable goals for the company, and the level of alignment and understanding of current goals within the management team.
Functional Process Definition / Process Improvements: Defining how key executive work is actually performed at the company, with recommendations for improvements or changes.
Organization Charts: Recommending alternative organizational arrangements, with a rationale explaining the reasoning for each configuration.
Position Specifications: Defining the performance objectives, performance evaluation criteria, and other qualifying factors for each key position on the team. These position specifications will serve you as business plans for each key employee.
Evaluations: Evaluation of the people in key management positions, with our opinion as to how well each person is qualified to meet the company’s goals, and recommendations for further action.
Observations & Recommendations: Our organizational consulting projects always enable us to provide critical insights to senior management about how their businesses can run more efficiently and productively. We include these recommendations at no extra cost.
Headhunting 201SM (not 101 – because we know you aren’t an amateur) teaches your in-house recruitment team to do executive search like a PRO. We train our clients so well, many of them no longer need us to do search – they can do it themselves! Our training program typically includes:
Avoiding Mistakes: An overview of the most common recruiting errors – and how to use a best practices approach to recruitment.
Performance-Based Search System: In-depth review of our process, and why it works at each step. Sourcing: The “Active” recruiter can find the “passive” candidate – the top performer who is happy, productive, and NOT looking for a new job.
Evaluation: The critical screening and evaluation techniques that will predict success.
Closing: How to construct the right offer, and gain acceptance every time.
On-Boarding: How to facilitate the inbound transition to ensure a fast track to performance, and excellent retention.
Strategic Partner: How the recruiter can add value to every transaction and be an excellent internal resource to the employer.
Mark Bregman is available as a speaker on this critical topic. Use our Speaker Request Form for a prompt response.
