Our experience encompasses several key functional areas including: accounting and finance, human resources, sales and marketing, engineering, general management and public administration. To view a list of industries we serve, click here.

Our search services are offered on a guaranteed fixed cost basis, unlike firms who charge a percentage of an executive's annual pay. And, by not billing on contingency, you are assured of our complete and dedicated time and effort. Our fees are not increased based on the candidates salary offer.

Each search begins with a careful assessment of the short and long-term performance objectives of the position. Then a detailed position description is prepared and agreed upon. We use a combination of strategies and techniques to identify potential candidates, including personal networking, classified and Internet advertising, contacts with university placement offices, and communications through professional and trade organizations.

Thorough pre-screening through interviews and assessment assures you of candidates who precisely match your requirements. We thrive on time-sensitive and difficult-to-fill positions.

Our Executive Search staff are "talent scouts" and can help your organization meet your future talent needs. Contact us at 517.347.0590 for additional information.

by IOMA Business Intelligence at Work

About 76 million baby boomers are now beginning to retire in large numbers. Boomers make up about one-third of the U.S. workforce, and there aren't enough younger workers to replace them.

The Bureau of Labor Statistics also estimates the pool of U.S. workers ages 35-44 will shrink by 7% by 2012. Do you have a plan to keep your experienced talent?

The coming retirement of the Baby Boomers - coupled with a serious drop in new entrants to the workforce - has made it clear that a major source of talent and knowledge could vanish in the next few years, unless organizations start planning now to retain and attract new
hires in the Boomer age group. How to do this, and why, is fast becoming a critical talent management issue.

Organizations that have a strategy, formulate a hiring and retention plan, put training and education programs in place, and consider the
benefits and retirement implications of having an older workforce are the ones who will get the best and brightest among older workers--and all of the competitive benefits that their productivity, work ethic, skills, and knowledge can bring to their organizations.