I am networking with prominent professionals with the goal of obtaining candidate referrals or recommendations. Capodice & Associates has been retained to conduct a priority executive search for an experienced Director of Human Resources. Our client is a leader within it’s segment of the restaurant industry. Qualified candidates will receive immediate and confidential consideration. The candidate profile is summarized as follows:

TITLE: Director of Human Resources

LOCATION: Florida

COMPENSATION: Base Salary + Benefits

SCOPE: The Director of Human Resources reports directly to the CEO of the company. This professional is primarily responsible for organizing, directing and evaluating programs related to recruitment, development and retention of employees. Focused on optimizing the employment and employee relations functions, will develop and maintain programs designed to attract, retain and motivate employees, while also complying with all labor, equal employment opportunity and employee relations statutes and regulations

SKILLS & EXPERIENCE: Pertinent skills, traits and requirements include: Ability to perform and counsel on employee interviews, hires, and appraisals. Ability to perform and counsel on planning, assignment, training, direction, and motivation of employees with diverse backgrounds. Works with senior management to ensure appropriate staffing, and make sure all employees have the necessary resources in order to maximize employee potential and meet company objectives. Ability to implement change initiatives and communicate on a one-to-one basis and group setting to persuade others to accept or adopt a specific opinion. A minimum of 5 years of professional experience with some or all of this experience being in the restaurant industry.

CONTACT Qualified candidates may contact me at 941-906-1990 or email your resume (Word attachment) directly to: patti@capodice.com. I would greatly appreciate it if you could forward this profile to any colleagues who may be suitable for this opportunity. All qualified inquiries will receive prompt consideration. Resumes should be e-mailed (Word attachment) or faxed to 941-906-1991. If I can be of assistance to you or your organization, please do not hesitate to contact me. Thank you in advance for your referrals and recommendations.

I am networking with prominent franchise or license sales professionals with the goal of obtaining candidate referrals or recommendations. Capodice & Associates has been retained to conduct a priority executive search for an experienced Franchise Sales Executive. Qualified candidates will receive immediate and confidential consideration. The candidate profile is summarized as follows:

TITLE: Franchise Sales Executive

LOCATION: California

COMPENSATION: Base (+)Commission

SCOPE: The Franchise Sales Executive reports to the CEO and is responsible to obtain the company’s Franchise Sales objectives. You will be responsible for achieving plan and ROI objectives.

SKILLS & EXPERIENCE: Three to seven years of documented success in selling franchises in the retail/service segment to sophisticated individual or group investors. Other pertinent skills, traits and requirements include: Established performer utilizing a professional and consultative selling approach. Must have proven Franchise Sales record Must be experienced in “Start-up” franchise selling Ability to develop credibility among the franchise community Independent, confident and self-directed management style. “Stickler for follow thru”. Ability to get results in an entrepreneurial, flexible and multi-tasking environment. Solid computer expertise with ability to track and report on sales activity and results. Professional presence and demeanor. High ethical standards. Must be highly effective in telephone and face-to-face communications. Measurable accomplishment in selling in the Retail/Service industry.

CONTACT Qualified candidates may contact me at 941-906-1990 or email your resume (Word attachment) directly to patti@capodice.com I would greatly appreciate it if you could forward this profile to any colleagues who may be suitable for this opportunity. All qualified inquiries will receive prompt consideration. Resumes should be e-mailed (Word attachment) or faxed to 941-906-1991. If I can be of assistance to you or your organization, please do not hesitate to contact me. Thank you in advance for your referrals and recommendations.

I am networking with prominent Restaurant Operations professionals with the goal of obtaining candidate referrals or recommendations. Capodice & Associates has been retained to conduct a priority and confidential executive search for an experienced Vice President of Company Operations in the casual dining segment. Qualified candidates will receive immediate and confidential consideration. The candidate profile is summarized as follows:

TITLE: Vice President Operations

LOCATION: Florida

COMPENSATION: Base salary range, bonus plan, plus complete benefits package.

SCOPE: The Vice President of Restaurant Operations reports to the CEO and is responsible for achieving operational Sales & Profit objectives.

SKILLS & EXPERIENCE:

Five to ten years of documented success in driving sales and profits within company restaurant operations in the Casual dining segment at a Director or VP level. Pertinent skills, traits and requirements include:

• Track record building sales through effective operations.


• Track record of building operational profits through effective leadership. Proven people development skills.


• Ability to effectively communicate with and influence corporate management teams. Independent, confident and self-directed management style


• “Stickler for follow thru”.


• Ability to get results in an entrepreneurial, flexible and multi-tasking environment.


• Solid computer expertise with ability to track and report on sales activity and results.


• Professional presence and demeanor.


• High ethical standards.

CONTACT Qualified candidates may contact me at 941-906-1990 or email your resume (Word attachment) directly to patti@capodice.com . I would greatly appreciate it if you could forward this profile to any colleagues who may be suitable for this opportunity. All qualified inquiries will receive prompt consideration. Resumes should be e-mailed (Word attachment) or faxed to 941-906-1991. If I can be of assistance to you or your organization, please do not hesitate to contact me. Thank you in advance for your referrals and recommendations.

I am networking with prominent franchise sales professionals with the goal of obtaining candidate referrals or recommendations. Capodice & Associates has been retained to conduct a priority executive search for an experienced Director of Franchise Sales. Our client is an icon in the Full-Service dining segment. Qualified candidates will receive immediate and confidential consideration. The candidate profile is summarized as follows:

TITLE: DIRECTOR OF FRANCHISE SALES

LOCATION: Florida

COMPENSATION: Base Salary + Commission + complete benefits package.

SCOPE: The Director of Franchise Sales is responsible for achieving Franchise Sales expansion objectives. You will develop and implement effective prospect/lead development, communication and follow up programs leading to the successful purchase of the company’s franchise concept.

SKILLS & EXPERIENCE:

Five to ten years of documented success in selling franchised restaurants in the Full-Service or Casual dining segment to sophisticated individual or group investors. Other pertinent skills, traits and requirements include:

• Track record of selling Multi- Unit Deals a Must!


• Proven prospect/lead development, presentation, follow-up and sales closing skills.


• Established performer utilizing a professional and consultative selling approach.


• Ability to effectively communicate with and influence highly qualified franchise prospects.


• Strong territory and travel expense management experience.


• Independent, confident and self-directed management style.


• “Stickler for follow thru”.


• Ability to get results in an corporate, flexible and multi-tasking environment.


• Solid computer expertise with ability to track and report on sales activity and results.


• Professional presence and demeanor.


• High ethical standards.


• Must be highly effective in telephone and face-to-face communications.


• Measurable accomplishment in selling Full-Service or casual dining concepts a Must

CONTACT Qualified candidates may contact me at 941-906-1990 or email your resume (Word attachment) directly to: patti@capodice.com I would greatly appreciate it if you could forward this profile to any colleagues who may be suitable for this opportunity. All qualified inquiries will receive prompt consideration. Resumes should be e-mailed (Word attachment) or faxed to 941-906-1991. If I can be of assistance to you or your organization, please do not hesitate to contact me. Thank you in advance for your referrals and recommendations.

Capodice Press Release

RECOGNIZED FRANCHISE CONSULTING AND RECRUITING FIRMS CREATE STRATEGIC ALLIANCE TO MEET INDUSTRY’S EXECUTIVE SEARCH NEEDS
iFranchise Group and Franchise Recruiters Join Capodice & Associates to
Manage Combined Franchise Executive Search Functions

HOMEWOOD, IL – iFranchise Group, (www.ifranchisegroup.com), a leading franchise consulting firm based near Chicago, and its strategic partner, Franchise Recruiters, announced that they had recently formed an alliance with Capodice & Associates (www.capodice.com), a top firm in the executive search industry specializing in restaurant, hospitality, franchise and real estate development sectors. Franchise Recruiters, iFranchise Group and Capodice & Associates have joined forces to carry forward the work and reputation established by Franchise Recuiters since its beginnings in 1978, in assisting franchise companies and job seekers in their search for qualified candidates and appropriate career paths, respectively.

“By merging the huge database of names that both Franchise Recruiters and Capodice & Associates have developed over the years, employers and candidates now have access to one of the largest resources for franchise management personnel in the world,” says Franchise Recruiters founder, Jerry Wilkerson. “This is a relationship with great synergies, and I know it will mean great things for franchisors and franchise executives alike, now and in the future.”

Peter Capodice, President of Capodice & Associates adds, “Our unique personality profiling has traditionally allowed us to optimize the matching process between companies and executives; we are one of the only firms in the industry who conduct such extensive analyses, and it has helped us generate proven results year after year. We are excited to now be aligning ourselves with Franchise Recruiters and iFranchise Group, to be able to provide customized, high-quality executive search services even deeper into the franchise community.”

“After years of knowing and working directly with Jerry Wilkerson, I know the quality of his work,” says Mark Siebert, CEO of iFranchise Group. “Now, as we continue to uphold the Franchise Recruiters name and book of business, we are proud to have Peter Capodice as part of our team of franchise industry experts. This combination of resources and skill sets will be an incredible asset to the franchising industry as a whole.”

Franchise companies and franchise executives interested in executive search and placement services are invited to contact the firms to learn more about their options. More information can also be obtained at www.franchiserecruiters.com.

###

About iFranchise Group: iFranchise Group (www.ifranchisegroup.com), is a leading franchise consulting firm that offers the skills of the nation's top professionals in franchise strategic planning, operations training and documentation, franchise marketing and sales, advertising fund management, franchise recruitment, and development of Internet-based applications for emerging and established franchise companies worldwide. Since its inception in 1998, iFranchise Group has dedicated its efforts to establishing long-term, strategic relationships with franchisors, both new and established, and other companies seeking consultative guidance with business expansion strategies. With a staff of franchise consultants with a combined 450+ years of experience in franchise development and implementation, iFranchise Group has worked with over 30 Fortune 2000 companies and with 98 of the world’s top 200 franchisors as rated by Franchise Times magazine. iFranchise Group’s alliance with the Franchise Recruiters brand represents yet another facet of franchise industry expertise that the firm brings to franchise companies and contacts around the globe.

About Capodice & Associates: Capodice & Associates (www.capodice.com), has quickly earned its preeminent reputation in the executive search industry by its strong commitment to delivering promised levels of client service and the nurturing of productive client relationships. An important key to success is the firm’s ability to be flexible and effective in dealing with the ever-changing priorities and needs of its clients. From a dynamic blend of professional search talent, to the most comprehensive assessment tools on the market, Capodice & Associates provides its clients peace of mind, knowing their next hire will be a long-term success.

I am networking with prominent franchise or license sales professionals with the goal of obtaining candidate referrals or recommendations. Capodice & Associates has been retained to conduct a priority executive search for an experienced Franchise Sales Executive. Qualified candidates will receive immediate and confidential consideration. The candidate profile is summarized as follows:

TITLE: Franchise Sales Executive

LOCATION: California

COMPENSATION: Base (+)Commission

SCOPE:
The Franchise Sales Executive reports to the CEO and is responsible to obtain the company’s Franchise Sales objectives. You will be responsible for achieving plan and ROI objectives.

SKILLS & EXPERIENCE:
Three to seven years of documented success in selling franchises in the retail/service segment to sophisticated individual or group investors. Other pertinent skills, traits and requirements include:

* Established performer utilizing a professional and consultative selling approach.
* Must have proven Franchise Sales record
* Must be experienced in “Start-up” franchise selling
* Ability to develop credibility among the franchise community
* Independent, confident and self-directed management style. “Stickler for follow thru”.
* Ability to get results in an entrepreneurial, flexible and multi-tasking environment.
* Solid computer expertise with ability to track and report on sales activity and results.
* Professional presence and demeanor. High ethical standards.
* Must be highly effective in telephone and face-to-face communications.
* Measurable accomplishment in selling in the Retail/Service industry.

Contact:
Qualified candidates may contact me at 941-906-1990 or email your resume (Word attachment) directly to patti@capodice.com I would greatly appreciate it if you could forward this profile to any colleagues who may be suitable for this opportunity. All qualified inquiries will receive prompt consideration. Resumes should be e-mailed (Word attachment) or faxed to 941-906-1991. If I can be of assistance to you or your organization, please do not hesitate to contact me. Thank you in advance for your referrals and recommendations.

Measuring Talent - Sifting through the "Dead Wood"

Your new executive is on board; the internal memos are distributed and the press release hits the trade publications: They all sound so familiar...something like this: "Our search for a new leader to return our company to sustained success has been focused and thorough," said X. "A screening team of board members, consisting of myself, Y and Z, established a broad field of candidates and interviewed many individuals. We then recommended the strongest contenders to the board as finalists. Each was interviewed by the entire board, and Mr.Perfect was our top choice.

"Mr. Perfect came to our attention because of his/her strong execution skills, his/her proven ability to lead top performing teams and his/her track record in driving shareholder value. He/she demonstrated these skills by turning around A, which, while smaller than our company, is a complex organization with multiple business segments. As we got to know Mr. Perfect, we were impressed by his emphasis on developing internal talent while reaching outside for new skills, his understanding of the role of culture in a company's success and his personal integrity. Additionally, his/her straightforward style has won the respect of employees, customers and investors," Blah...Blah...Blah...

Impressive! What's more impressive is that Mr. Perfect recently resigned unexpectedly do to a compromising integrity issue, leaving the stock price depressed and employee moral in disarray. Oh and by the way, the company paid him $20,000,000+ to go away. So much for how impressed the hiring committee was with his "Personal Integrity". Oooops...that's gotta hurt!

Now...Lets get to work...

Hiring today...relies on networking, personal contacts, trade associations, job boards (best place to find your next "average" executive) and search firms. Candidates are identified based on their background and experience, interviewed by a search or executive committee, sent out to the "shrink" for the "five factor analysis" evaluation, references are checked and he/she is brought on to lead the company or discipline they represent.

The most progressive companies now recognize this as an ineffective hiring strategy and are now moving toward a more measurable approach.

This approach identifies:

- The strategies and objectives of the organization.

- Measures the existing internal talent against these strategies
utilizing multi dimensional assessment methods.

- Determines where the voids occur in achieving the objectives.

- Conducts a through internal and external candidate search.

- Matches the candidate's skills, behaviors, interests and
organizational competencies against the strategies,
objectives, skills, behaviors, interests and organizational
competencies of the candidates to select the individual who
can perform at the expected level.

- Utilizes proven on-boarding methods to acclimate the new
executive to the team and the team to the new executive.

- Uses the assessment data collected on an ongoing basis to
coach, develop, maximize team performance, and develop
long-term succession plans.

By using these multi dimensional assessment methods boards and executive teams are able to eliminate most if not all of the subjectivity in the interview process and successfully set the individual and company up for success.

For more information on significantly improving your executive hiring and selection process contact Peter Capodice at peter@capodice.com or 941-906-1990