Contact:  rsutherland@spyglassadvisors.com or call Robert Sutherland at 610.420.2082 for further information and consideration.

Our Client, a leading industrial equipment manufacturer in the global market, develops and manufactures state-of-the-art integrally geared and direct drive, single and multi-stage compressors, expanders, and companders. Our Client is seeking highly motivated individuals to join its team as a Structural Engineer to support the development of turbomachinery products.

Summary of Essential Job Functions

• Calculation of static and modal response of fabricated (welded) vessels, cooler-bundles, frames and supports
• Proficient with use of ANSYS^® Workbench for thermal, static and dynamic analysis of static structures
• Familiar with appropriate Boiler and Pressure Vessel design standards.
• Ability to adhere to a project schedule, ensuring quality, accuracy and efficiency of the work being performed.
• Maintain and upgrade analytical tools, programs and design methodology.
• Participate in multi-functional teams and/or individual contributions. Provide project status to project manager/team.

Qualification Requirements

• Bachelor’s degree in Engineering with minimum 5 years of experience in the structural analysis of static components.
• Experience in creating analytical design tools using: MatLab, MathCAD, Excel, TKSolver, etc.
• Good team player with good organization skills and communication abilities
• Good experience with applications on Window OS and MS Office products
  

Desirable Qualifications

• Master’s degree in Mechanical Engineering with 10 years of industrial design experience in engineered compressor/turbine related field
• Experience with heat transfer or analysis of rotating systems is a plus
• Experience in using CAD system, such as CATIA
  

Ability Required

• Operate a computer terminal in a seated position for an extended period of time
• Ability to speak distinctly and listen to others clearly
• Infrequent travel both domestic and international
• Must be eligible to work in the United States without sponsorship

The Sales Account Manager oversees pricing, sales, follow-up, and purchase order acceptance and the creation and preservation of a positive customer image of the Client Company.

Compensation:  To 95K plus Profit Sharing Bonus

Location:  Cincinnati, Ohio

Supervisory Responsibilities: Sales Engineer (not all Client sites may have personnel for each supervised position.)

Essential Duties And Responsibilities include the following:

• Actively pursues profitable business development opportunities throughout the Aerospace OEM and supplier market, particularly in North America.
• Provides customer interface with Engineering and Quality to monitor customer requirements and provides follow-up for new orders.
• Directs all sales activities with assigned customer base, including completing new customer profiles and follow-up for customer approval.
• Receives incoming calls from present and prospective customers, answering questions and selling Client Company capabilities.
• Sets pricing based on costs from Product Engineering, company margin expectations, knowledge of market, historical pricing and information gathered in the course of dealing with each customer in accordance with quotation procedure.
• Gathers competitive information whenever possible and insures that it is communicated to others in the company.
• Gathers customer satisfaction information and insures that it is communicated to others in the company, assisting in addressing customer concerns with any resources available to Client.
• Maintains prospect and project lists for acquisition of new business and helps to identify resources needed for business expansion.
• Enters useful customer information in CRM Reporting Tool consistently
• Visits present and prospective customers and develops/maintains strong personal relationships with assigned customer base, and participates with others within Client Company in order to ensure that customer satisfaction is in the forefront of our activities.

• Prepares sales forecasts and alerts Customer Service Dept. about non-forecasted new business coming to Client Site(s).
• Negotiates with customers on monetary issues.
• Processes all necessary paperwork in a timely way to enable smooth operation of customer requirements at Client processing sites
• Helps with collection of overdue invoices.
• Overnight travel up to 50% with a client base.

Minimum Experience Requirements:

• Candidates must be a US Citizen
• Minimum 5 Years selling services or products to Aerospace Original Equipment Manufacturers (examples are Pratt & Whitney, GE, Rolls-Royce)
• Surface Treatment experience highly desired; Thermal Spray experience highly desired.

Our Client, a leading industrial equipment manufacturer in the global market, develops and manufactures state-of-the-art integrally geared and direct drive, single and multi-stage compressors, expanders, and companders. Our Client is seeking highly motivated individuals to join its team as a Mechanical Design Engineer to support the future development of state-of-the-art turbomachinery products.

Summary of Essential Job Functions

• Create manufacturing ready designs for heat transfer projects and assist in: benchmarking, developing, validating, and implementing advanced capabilities
• Ability to adhere to a project schedule, ensuring quality, accuracy and efficiency of the work being performed
• Maintain and upgrade analytical tools, programs and design methodology.
• Participate in multi-functional teams and/or individual contributions. Provide project status to project manager/team.

Qualification Requirements

• Bachelor’s degree in Engineering with minimum 5 years of experience in mechanical design of heat exchangers.
• Experience in mechanical design according to appropriate vessel-codes
• Experience in creating analytical design tools using: MatLab, MathCAD, Excel, TKSolver, etc.
• Good team player with good organization skills and communication abilities
• Good experience with applications on Window OS and MS Office products
  

Desirable Qualifications

• 10 years of industrial design experience in turbo- compressor related packaging-design.
• Experience in design of intercoolers and interstage piping for integrally geared turbo-compressors
• Cycle analysis, and/or knowledge of stress/dynamics will be plus
• Experience in using CAD system, such as CATIA
  

Ability Required

• Operate a computer terminal in a seated position for an extended period of time
• Ability to speak distinctly and listen to others clearly
• Infrequent travel both domestic and international
• Must be eligible to work in the United States without sponsorship

• Manage key heat transfer projects and lead strategic and practical heat exchanger technology initiatives in areas of: benchmarking, developing, validate, and implement advanced heat exchanger capabilities
• Evaluate heat exchanger designs and heat transfer surface concepts using analytical and experimental methods.

• Ability to create and adhere to a project schedule, ensuring quality, accuracy and efficiency of the work being performed.
• Maintain and upgrade analytical tools, programs and design methodology.
• Participate in multi-functional teams and/or individual contributions. Provide project status to project manager/team.

Qualification Requirements

• Master’s degree in Engineering with minimum 5 years of experience in the lay-out and calculation of heat exchanger using accepted, appropriate commercial software like HTRI.
• Experience in testing of heat exchangers
• Experience in mechanical design and calculation according to appropriate vessel-codes
• Experience in creating analytical design tools using: MatLab, MathCAD, Excel, TKSolver, etc.
• Good team player with good organization skills and communication abilities
• Good experience with applications on Window OS and MS Office products
  

Desirable Qualifications

• 10 years of industrial experience with design of heat exchanger.
• Experience in design and calculation of low pressure-drop/low approach-temperature intercoolers for the typical use in multistage turbocompressors
• Experience in using CAD system, such as CATIA
  

Ability Required

• Operate a computer terminal in a seated position for an extended period of time
• Ability to speak distinctly and listen to others clearly
• Infrequent travel both domestic and international
• Must be eligible to work in the United States without sponsorship

• Develop general arrangements for turbomachinery systems including: compressor core with coolers and interstage piping, drivers, gas(air)-filters, silencers and noise hoods, lube-systems, sealing systems, frames and supports, concrete foundations and anchoring
• Experience in using CAD system, such as CATIA
• Ability to adhere to a project schedule, ensuring quality, accuracy and efficiency of the work being performed
• Maintain and upgrade analytical tools, programs and design methodology
• Participate in multi-functional teams and/or individual contributions. Provide project status to project manager/team

Qualification Requirements

• Bachelor’s degree in Engineering with minimum 5 years of experience in the packaging layout of turbomachinery.
• Experience in creating analytical design tools using: MatLab, MathCAD, Excel, TKSolver, etc.
• Good team player with good organization skills and communication abilities
• Good experience with applications on Window OS and MS Office products
  

Desirable Qualifications

• 10 years of industrial engineered compressor/expander related field
• Experience in packaging design of integrally geared multistage turbo-compressors
• Knowledge of turbomachinery cycles or plant layout will be a plus.

Ability Required

• Operate a computer terminal in a seated position for an extended period of time
• Ability to speak distinctly and listen to others clearly
• Infrequent travel both domestic and international
• Must be eligible to work in the United States without sponsorship

What follows here are what I consider helpful hints for successfully working with your Recruiter, and for closing your job search “deal” to your best benefit.

Who we work for:

First, please remember that your Recruiter actually works first and foremost for our Clients.  We keep the interests of both parties in mind during the process of course, as our goal is to match the best talent with the right opportunities we have under contract.  Recruiters are not placement agencies.  We rarely “look” for opportunities specific to your needs as a Candidate.  Not that we wouldn’t care to, it’s just a matter of economics.  The Client is the one who pays our salaries or “fees” for matching talent to their requirements.

If you would like us to act as your personal professional job search and placement agency, please let us know!  We do “Reverse Recruiting” and “Candidate Forward Marketing”.  We’ll discuss a fee and payment schedule that meets your needs as a Candidate.

Our Goals for both our Clients and our Candidates:

We work hard to meet the needs of the Client with you as a potential Candidate in mind at all times.  We strive to make the best match, help stay within the Client’s budget, and also try to help you as a Candidate receive the most attractive, reasonable, market-based offer that the Client is willing to put on the table to close the “deal”.

Mutual Responsibilities:

Candidates are being represented by the Recruiter as viable both in experience and desire to our Client.  It is imperative that you conduct yourself honestly with your Recruiter, no matter what the subject.  If the stated salary range is not interesting to you, then please do not engage with the Recruiter.  You’re only wasting your time and mine.  Candidates have a responsibility in this process to the Recruiter (a professional conduct responsibility if nothing more) than to communicate early, often and honestly about the results of telephone interviews, face-to-face interviews, and whether you have other prospects in the works at any given time during your candidacy for a position.  That’s just good business, and will prevent you from being labeled a “Bad Candidate” with your Recruiter.  Truth is, Recruiters talk to other Recruiters.  We often work on searches together.  Even if a particular position doesn’t pan out for you, you’re likely to need the help of a Recruiter “sometime” in your career.  This is a pay it forward business.

Recruiters do their best to likewise keep their Candidates informed as to how the search is progressing, the status of a Candidate in the process, and honest feedback when we finally receive feedback from our Client.  Keep in mind we are working with multiple Clients, Searches and Candidates at any given time.  Most likely we will ask you to do the following up with us.  The primary reason for this is to gauge your true motivation for the position and the Client Company.  If you’re not following up, you’re getting less attention.  Simple as that.

The only things we have to “sell” are honesty with our Candidates, our Clients, and complete confidentiality during the process.  We expect the same from you.

Immutable Laws of Receiving Your Best Offer as a Candidate:

Think of this as the “what if I’d have done it differently” section of this post.

I’m a Recruiter.  My firm works for many Clients, and we specialize in certain market areas, such as Aerospace, Energy, and Oil & Gas.  Add to that working with many searches, executives, candidates in a given year.  Multiply by 25 years doing real business with many of these firms and formerly hiring, firing, coaching and managing other executives in these businesses.  You get the picture.  We actually might have a pretty decent idea of what the job takes in terms of talent, how to go about positioning your experience to interest the Client in you, and above all, how to help you manage the process to maximize your offer should the Client wish to make you one.  Listen up:

Prepare.  Prepare More.  Prepare Again.  Repeat.

OK, I repeat myself.  But hopefully I made the point.  There is no reason on the planet a Candidate should be unprepared for an Interview in the 21st Century.  Get on the web.  Research the firm.  Research their competitors.  Spend time asking good questions of your Recruiter.   We know a lot about our Clients.   Not everything, but more than you do in most cases.

You have the Job Description.  Your Recruiter will ask to spend hours preparing you for the Interview.  Let’s admit it:  You look bad, we look worse.  Our primary function is to screen out those Candidates who truly are not interested, not motivated, and not a fit.  We’re going to call your references when we need to (with your permission of course).  We’re going to grill you, encourage you, and test you to insure you’re the right person for the job.  These are only some of the reasons Clients continue to come back to us as a Preferred Recruiting and Executive Search Source.

Ultimately, by the time you walk into a Company for your Face-To-Face Interview you’re better than 3/4 of the way to an Offer.  Let’s not blow it now.

The Most Frequent and Easily Avoidable Mistake Candidates Make:

…………………………………..is talking about money.  That’s your Recruiter’s job.  Period.

Please realize that HR Professionals are very adept at cracking your outer shell of confidentiality.  It’s what they are paid to do as part of their job.  And kudos to the people I work with in HR, they are good at what they do.  Yes, they are interested in you as a Candidate.  However, their primary interest lies in getting the best talent for their organization at the lowest total cost.

Do be excited at the interview.  Do match your experience with the Client’s needs.  Do make sure you do everything you can to give the impression that there is nowhere you would rather be than in that position, with that company.

Do NOT talk about money!  You’ve already been identified as a prime Candidate that matches what the Client needs.  You’ve already been interviewed once or twice.  Your Recruiter has already broached the money subject with the Client.  Your answer, if asked (and you will be asked, trust me on this one) should always be along the lines of “I have an understanding of the range for the position through my Recruiter.  Since it appears my experience and talent is a great match and I would be an asset to your company, I would ask that you make the strongest and most reasonable offer you can if you would like me to join the company”.

Money conversations at the interview, without the involvement of the Recruiter, always weakens your negotiating position in regard to salary and bonus.  100% of the time.  Sometimes a Client will ask you “what is it going to take to get you on board?”.  The answer should be the same as the answer above, additionally stating that “I would prefer not to put a ‘price tag’ on my Candidacy for the position.  I’m sure that you and my Recruiter can discuss where I am today and what you think is reasonable and you can come to an arrangement that should work”.

When can you start?

You’d think this one should be easy, but Candidates often struggle with this.  Let’s review what it took to get you to this question in the first place:

• You were obviously searching for a new job.  Whatever the reason, you want to move on.
• You were interested in working for this Company (my Client) or you wouldn’t have been at this stage.
• There is an “implied” agreement that you are the right Candidate
• There is an “implied” agreement that the salary and benefits will be suitable to get you to join the Company (again, our Client)

The only appropriate answer to this question is a question.  “When would you like me to start?”  You do not need to give a firm date at your interview.  Express your interest in starting as soon as you possibly can, given a professional notice period to your current employer.  Please, please do not talk about “vacation time” in between jobs, difficulties with relocating, family issues, etc.  This is THE Buy Signal.  Your job as a Candidate at this stage is to set the stage for the Offer.  Once you have received an Offer of Employment, THEN we can discuss starting dates (Candidate and Recruiter) and your Recruiter will discuss it with your (hopefully) new employer.

We’ve had more than one Candidate fail to get the Offer based on responses such as “I’ll need a couple of months to get my personal life arranged”.  What??  The position will immediately be offered to an alternate Candidate (there always is one or two by the way).  Companies don’t go through the process of finding people they need two months from now.  They needed you two months AGO.

The Wrap:

At SpyGlass, we hope these Blogs and Posts will benefit you as a Candidate.  If you have questions during the process, please ask them.  That’s what your Recruiter is here for.  To help you be successful in your move to a better career, a better position, a better company.  And of course, we’d also like to see you get that “perfect offer” you’re looking for.  It gives us great satisfaction to make great matches and have satisfied repeat Clients.  It’s what we do after all.  Match Better Candidates with Better Companies for Better Results.

Happy Hunting.

Many have been asking about Interviewing and how best to prepare for them.  The one thing you can count on is that no one interview is exactly like any other that you’ve been through.  It’s good to see that candidates are sensitive to the market; one bad move and it can send that job opportunity to someone else.

I came across this helpful article by Dr. Thomas Denham and thought it would be beneficial for most Candidates to review.  Enjoy.

The Nine Stages of The Interview

© 2010, Dr. Thomas J. Denham, Careers In Transition LLC

There is, in fact, a logical process to the interview.  By knowing the particular sequence of the interview, you will perform with greater confidence.  Every interview is going to have its own flow, but the following is a sample format for most one hour interviews.

1. Walking in the Door – Arrive no more than 10 minutes early.  Go to the bathroom and check your professional appearance.  Believe it or not when you walk in the office door, the interview has started.  It’s like being on stage, your words and actions will be evaluated.  Your image begins well before the actual interview.  The secretary or receptionist is often the gatekeeper and may give feedback to the hiring manager about the first impressions.  Be sure you treat them with respect and enthusiasm.  You may be asked then to have a seat and wait.  Observe the surroundings and get a feel for the work environment.  Collect your thoughts and think about how you want to prepare for the Greeting stage by being yourself at your best.  Be sure you stay relaxed and control any nervous habits.

2. Greeting (1 Minute) – Next, your interviewer comes out of their office and meets you for the very first time.  Stand up straight, smile proudly, look them in the eyes, shake their hand firmly and introduce yourself with a positive tone.  Say, “It’s very nice to meet you, (and restate their name)?”  This increases your chances of remembering it.  First impressions and body language are critical.  The interview is won or lost at this stage.  By pretending this is your very first day on the job, you will reduce your anxiety.

3. Breaking the Ice (2 to 3 Minutes) – A good interviewer may assume you are a bit nervous.  They may open by engaging you in some small talk to put you at ease.  This may include such topics as traffic, parking, the weather, etc.  Avoid politics, religion or any controversial topics.  Notice the surroundings very carefully especially for the types of picture or items that decorate the office.  Make a positive comment and connection to them to help you break the ice.  By getting the interviewer to like you, this demonstrates your interpersonal skills and ability to get along with others on the team.

4. Interview Expectations (1 Minute) – The interviewer may begin by outlining the agenda and scanning your resume.  Be sure you get a sense of how long the interview is so you can tailor your answers to the time you have.  If you have any urgent questions or need clarification, then ask.  Otherwise wait to ask later.  Get settled in and be prepared to respond sincerely in the upcoming stage.

5. General Interview Conversation (15 to 20 Minutes) – Most interviewers like to start with “broad-brush” questions then move into a series of questions about your education, experience, credentials, skills and interest.  Give a flawless performance of your key achievements and prove your knowledge of the company.  Be clear about the top 3 to 5 things that you want to emphasize in order to convince them to give you an offer.  Be sure to listen intently, reflect momentarily and then answer optimistically.

6. Further Probing (15 to 20 Minutes) – The interviewer will now probe further to see if you possess the required qualifications to be successful in the job.  You will need to relate specific strengths-based examples from your background that match what they seek, but don’t ramble.  The interviewer will be attempting to get a better understanding of your style, behavior patterns and potential for a blending with the organization’s culture.  Expect questions that ask: How?, Why? and What did you do?

7. Asking Questions (10 to 15 Minutes) – The interview is a two-way conversation in which both parties form an impression.  Ask intelligent questions that will help clarify your understanding of the job and organization as well as demonstrate your enthusiasm for the position.  Do not ask about salary until an offer is made.  The interviewer may sell the benefits of the position with their answers.

8. Closing (2 to 3 Minutes) – At this stage, the interviewer should be providing cues that it is time to wrap-up.  During the final minutes of the interview, be sure you say something convincing that leaves a positive and lasting impression.  Summarize why you are interested in the position and why they should hire you – seal the deal!  Lastly, kindly ask them, “What’s the next step?”  Do they need any additional documents such as a list of references, transcripts, writing sample, or application form?  When will you hear from them again?  Be sure you thank them for taking the time for granting the interview.  Request a business card.  Be sure to firmly shake hands and smile while maintaining eye contact as you part ways.  Give a warm goodbye to anyone else you met at the office.

9. Follow-up – To stand out, be sure to follow-up with a thank you letter or note immediately.  If you have not heard by the time they said they would contact you, call to check on the status of your candidacy and reiterate your interest in the job.  Reflect on your experience.

As a veteran Sales Manager, Vice President of Sales, and a seasoned Executive Search Professional please let me offer some suggestions for you as you embark on this very critical “sales” program (the product: YOU, Inc.).

Please start by updating your resume, and do that in collaboration with someone that actually receives 100′s a week.  Find a good Recruiter to work with; he or she will direct and guide you down this path.  Be prepared for constructive criticism, great direction, good collaboration and lots of homework.  It’s entirely worth the effort.  You get less than 60 seconds to make a great first impression.  Work hard on that.

Please ensure that YOU, Inc. has a valid email address.  Not your wife’s, your husband’s or your pets’.  Your email address should be a reflection of the professional you are.  You’d be absolutely astonished at the number of candidates that have perfectly great professional experience yet are using email addresses that begin with “crazyman@”, “peekaboo@”, “patty@” (a gent)……………………………OK.  You get the picture.  Head over to GMail for one or five, they’re free and easy to construct in no time at all.  Then, turn off your Spam filter and manage your inbox.

Last, but certainly not least, could you make sure your cell phone and your home number actually work.  In the event your Recruiter needs to contact you, it’s always great not to get that message……..”the number you have dialed is not currently in service” or “the subscriber you have called does not have a mailbox that is set up”.  Ouch.

Bottom Line:  Be Prepared, Be Available, Be Responsive!

We’re here to help.  I’ll post more information for your job search convenience as material becomes available.  Happy Hunting!

RWS

Much of your new employee’s future performance depends on identifying, and then utilizing his strengths. That means lining up what each individual does best, and then inspiring him to excel. If you can do that, your next step is easy: get out of the way.

I’ve watched several superior employees languish in an organization where they are not allowed to do what they do best. They are often hired for a given position without much heed to their skills, beyond what’s on their resume. Managers then refuse to relinquish even the slightest amount of responsibility to them, and so they become adequate performing, but highly paid, secretaries; taking orders and responding to requests, but never rising above what is merely asked of them.

These same ‘underperformers’ would amaze their previous managers if they were to ever look back, once they’ve found a company where they can flourish. Spyglass endeavors not only to find the perfect fit for your organization, but to facilitate communication during the process so that you won’t have to miss your employees hidden strengths. Because taking advantage of those strengths doesn’t just ensure better performance, it’s the foundation of a long and fruitful relationship between the organization and its employees.