Here is some information on previous and current clients who have received favorable results from the services of David Werner International.

Craig S. (SVP Commercial Banking-$500K) -August 2008)

Werner Letter was far, far more productive than mine under my name. It generated over 12 initial conversations, nearly a 5% response rate to the campaign. This second distribution generally returned only polite canned responses from corporate HR firms.

The list of dialog and activity has been impressive, with a total of 4 appropriate opportunities moving to interviews: two of these opportunities (which were fairly ideal) died on the vine as a function of budget cuts and hiring push outs. One of the remaining two came close but suffered a slight match issue – I was beat out by a more tenured candidate. The final interview suffered my own failure to properly close the deal.

Based on all the good progress and learning thus far, I’m very encouraged and optimistic. I continue to view your product and service as uniquely valuable and expert in both composition and delivery.
Meanwhile, I accepted a lucrative consulting assignment which I shall maintain until our next launch in January 2009

Don W  (CEO/owner-recently sold marketing company – $1.5 million) -2007

We targeted 28 Business Brokers, 550 Venture capital firms, 50 New York based Media and Consumer companies and a hand full of recruiters.  More than 20 meetings were held with various investor groups.  He finalized a deal to head up a new venture backed company focused on a consumer telecom product.  He invested $1 million, negotiated a 20% stake and attracted $35 million from a VC company.   He is now Chairman of the company.

H. L (Managing Director and EVP -direct, internet and retail marketing company – $400K base) 2007/8

We targeted 350 publishing and internet companies in North America, 650 recruiters and VC firms (by email) in November 2007 and by Feb 2008 he had accepted his new position in Canada.  Two other opportunities had emerged but the one he took wanted him immediately.  Salary came with a major options package.

John H  (Managing  Director  Asia  Pacific, of a software company, earning $350K base)  –May 2008

We targeted 1150 software and technology companies in the northeast and central area, as well as 800 recruiters and VC firms.  Five interviews were generated through the Werner Letter, three through recruiters, and a job accepted in September with a software company where he had had to go through 6 interviews with 6 decision makers.  Start date was September 29. 

S.D (Self-employed – CEO/Chief Marketing Officer – $520 K) 2007

We targeted 100 ad agencies, 150 marketing companies, 320 insurance firms and banks, and 400 recruiters and 300 VC firms. Six interviews were generated.  Acceptance of job was made before press release on July 31 2007, 4 months after starting as a client.

Advice From David Werner International

Severance

The more senior you are and the more time with the company, the greater may be your severance. It is my experience that those earning over $300K and with at least two years with the company can negotiate one year’s salary plus benefits plus options. Those earning more and with more time under their belt can sometimes capture two years severance. However, beware that bonuses are trickier to negotiate – if you are no longer there to earn them.

A non-compete requires the employer to pay your salary during the period. This can often backfire as it can lead to complacency and a false sense of security and make it more difficulty to re-enter the market – unless of course you move into a different industry.

Outplacement is often provided by the employer . . . to smooth the exit. However be aware that there are three very large firms providing these services- temporary office accommodation, a phone service, resume and letter writing help, “counseling,” etc. Find out how they differ. It is my opinion that most senior executives have home offices and do not want or need to commute to a center point – the outplacement office – each day. Therefore, find out what the outplacement services comprise. You may wish to use the money allocated to the outplacement company to some other firm, perhaps a marketing company.

Remember, once you have finished your exit negotiations and signed off, you can not go back and renegotiate the conditions.

Credit Cards

You will need to make sure you have enough credit available – if needed – to tide you over a period of unemployment. Make sure that, should you fear for your future employment, that you capture as much as possible. This is easier to do while still employed.

References

References are part of your network. You may chose four or five but there would be no harm in asking 10 or 15 – “Jim, we have no known each other for a number of years and I would like to ask a favor – would you be prepared to be a reference for me. I will of course tell you before who will be calling and when.” Invariable, Jim will counter by saying – “what would you like me to say about you.” Here is your chance to have a third party reinforce your accomplishments – so much more powerful than you saying it.

Support

You will need, as well as the obvious support from family and friends, a trusted person who can review what you write and say and make sure you stay on track. What is most often neglected and ignored is the information you choose to give to a potential employer and the resulting perception they might have of you. Remember to give only that information you would want to have if you, hypothetically, were in the other person’s position. That, after all, is the art of negotiation.

Networking

Your contact base should know about your availability. Don’t hide the fact that you are looking. Many believe that networking is the best way to find your new job. This can be far less threatening if you approach the task with a very brief letter: “Jim, as you may know, Consolidated Industries has had a major cutback and I am now in the job market. I would like to ask you a favor – and I am not referring to United Industries, your company. Your eyes and ears are closer to the ground than mine. Perhaps in your travels you might come across a company in the industry that could benefit from my international experience. I enclose my business card where you will find my Web Portfolio (my resume on the web). Any ideas you have would be greatly appreciated.”

What Marketing Tools Will You Need

A resume which separates you from all the others, appropriate letters, access to data banks (Recruiters Venture Capital, and Private Equity firm, US and Foreign Corporations with operations in US) as well as specialized listings (e.g., Top Solar Energy Companies).

The resume should not be used as a marketing tool – it should be offered only when requested. A one-page letter – if properly and persuasively written – should serve as an opener.

Example from a client of an email exchange November 17, 2008:

Client receives an email from Vicki responding to his letter and which
requests a resume be sent: “Vicki, thank you for your note. My resume is attached. Please let me know if it is possible to schedule a call with Mr. Balham.”

Vicki writes back: “Thank you for your quick response. I have forwarded your resume to Brian Smith, our Vice Chairman. He will be the one that you will most likely be speaking with first. I will let you know when he is available.”

Elevator Speech: You will need to prepare your one minute elevator speech, “Tell me a little about yourself”

You will need a business card with your phone numbers and the web address of your resume.

Finally

You will need to maintain your confidence and enthusiasm. I coach my client to believe that a potential hiring company is very fortunate to be meeting you, that you have unique talents, unique experience and can make a value contribution very quickly. In fact I like them to rehearse the following statement: “If I were to join your team Mr. Brown, I could do three things for your company. First, I could ??? Second, I could ???? and Finally, I could ???? I have done it all before as my previous CEO will be happy to confirm.”

Amid talks of a failing economy and lingering job marketing, executive clients of David Werner International seem to be the chosen few when it comes to career transition.  The Executive Career Marketing services of David Werner International have helped leading company Presidents and Vice Presidents transition careers with reduced waiting time in-between.

David Werner International is one of New York’s leading marketing firms for senior executives.   They have been providing personalized marketing and management services to top executives for over 30 years.  Their long standing successful history coupled with piles of client testimonials help make this firm one of the leading executive career search firms in New York. 

Potential candidates seeking experienced career marketing services can pour over the hundreds of client testimonials written in favor of David Werner International. 

Click here to read testimonials

Stephen Drees, President of Allegiant Group, Inc stated, “David understands the ins and outs of conducting a professional and thorough job search. He helped me to reposition myself at a key point in my career. I would recommend him to executives looking for their next opportunity.”

The New York firm caters to Presidents and Vice Presidents only.  DWIC provides personalized, one-on-one, confidential marketing services for these executives looking to make a career transition. 

Another satisfied executive, Ed Singh, a Fortune 500 technology executive commented, “I found David’s service invaluable.  For me he was more than a headhunter – he served as a career counselor, career coach, and friend.  I did not realize it when I first engaged him, but I needed all of that not just to get a job but to make a significant jump up the career ladder.  I am now again ready for a significant jump in my career, and of course I have signed up with him again.”

The company pointed out that a significant number of their clients are repeat clients—those who have used DWIC services in the past and, after four or five years, return to be remarketed into more-senior, more-responsible positions. 

Executives can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com

New York-based David Werner International specifically caters to senior executives in a period of career transition.  The top executive search firm offers individualized career marketing services which incorporate virtual representations of a candidates resume online.

Making a career transition from one company to the next is an intense and often stressful experience.  Displaced executives and those looking to segue into a more senior position can be faced with unwanted, lengthy transition periods. 

David Werner International is one of New York’s top executive career marketing companies.   With over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents, the experts in employment are now harnessing the power of the internet to help candidates achieve accelerated and qualified leads in the executive search market place. 

David Werner’s online portfolio is a personalized web marketing tool for candidates seeking accelerated results and reduced employment transition periods.  The multi-media system is a virtual showcase of a candidate’s history and proven success record.  Click here to view the video. 

Today’s job seekers are now competing with technologically advanced competitors who can exploit the power of the internet to create a web enabled playing field. 

Candidates who can use technology to show case their potential will have a competitive edge over the rest.  Getting noticed in today’s market shuffle is becoming increasingly more difficult.  Utilizing online professional portfolios is one way David Werner International helps their candidates stand out from the rest.

The online portfolio is a virtual presentation of an elaborate resume which utilizes graphs and charts to show a candidate’s success and achievements.  The system helps prospective employers visualize the value a candidate can bring to their firm.  The web portfolio has four key benefits for job seekers.

1. The web based portfolio uses proven and targeted marketing techniques to present a compelling business case for an individual’s candidacy to potential employers.

2. Charts and graphs create virtual and multi-dimensional representations of talent and success stories, visually demonstrating a candidate’s value to hiring firms.

3. Hiring firms with this information at their fingertips can quickly engage in meaningful and results oriented conversations which can rapidly move the candidate ahead in the interview process.

4. The portfolio then serves as a permanent career asset for improving an online business profile and networking with other executives. 

The David Werner multi -media system allows candidates to showcase career strength and accelerate results in the market place.  The online portfolio technique reduces search time by employers thus speeding up the communication process between candidates and potential employers.

For those in transition and considering a career move, I would like to provide you with some positive information on how you might address your career concerns.  I do not have all the answers.  But in thirty years and with several thousand success stories, I would like to share how we work with senior executives in helping each create the context to their career decisions.

Let’s start with some of your concerns and questions and let’s see if any of these are familiar.

How do I transition from working for 25 years to not working at all?  How do I maintain my self-esteem?  How do I still demonstrate my value and worth to my family and my community?  How do I find a second or third career… something that will be really challenging and exciting?  What firms are looking for someone who has my capabilities?  What do you mean I don’t have value?  Doesn’t the contribution and accomplishments I have made count for anything?  And what is the process that is the best way to present and package myself to prospective employers and explore new opportunities?

Satisfaction;  hunger to contribute;  need to be part of a team;  opportunity to demonstrate and exhibit your leadership qualities.  Do any of you still feel the need to compete? Perhaps you are frustrated, even angered.  If so then listen to how you can apply your energies for re-entering the fray.

To start with you have to be willing to assess three areas that provide a context to finding the optimum answers.  These three are 1) looking within yourself 2) looking at the external environment around you and 3) looking at how the future is unfolding and how you can fit in. I have labeled each of these three areas:

1) AWARENESS

2) CHANGE

3) PEOPLE.

Let’s take a moment to look at each, briefly.

How astute are your levels of AWARENESS?

Measuring awareness goes beyond the morning newspaper, CNBC and reading BusinessWeek.  Today, a person, who is a key decision-maker, must drill down deeper than a superficial level and ask questions of key managers and direct reports that demonstrates full engagement and interest.

Questions like how are we doing, what else can we do?  How does this compare to our competitors?  How are we measuring the results and how does this impact our productivity represent a sampling of the 60 basic questions that represent a leader’s perspective.

Just having a passing familiarity with information is not good enough.  You must constantly be reading and adding to your digital IQ or what Bill Gates called The Digital Nervous System of every company.  But how do we really tap into the true productivity gains of technology when the average person utilizes less than 5% of the features on their desktop or mobile device?

Are you aware that to become a global economic leader, China is building 6 new cities that will all be larger than New York with 30-40,000 skyscrapers? Each city will have over 10-20 million people.  Their goal: to achieve this in 17-20 years.

Did you know that the explosion of the Internet and interactive marketing now mandates that the top marketing executive in every firm has a command of over 88 areas of applications?  Similar depth is required for those heading Finance, HR, IT, Administration, Distribution, Manufacturing and Customer Service.  The good news is that by knowing and pinpointing the 16 internal and external performance drivers you can achieve a high probability of success.

In short, awareness of top executives has dramatically shifted from passive knowledge to active interest.  Interest in social networking, active engagement in corporate social responsibility, active participation in education  and community organizations and causes, and understanding and applying coaching, mentoring and teaching and self awareness.  It culminates in what Dr. Abraham Maslow called self-actualization.

CHANGE  The second area of building a solid context to defining and understanding your value focuses on your interpretation and flexibility to accepting and applying CHANGE.  None of us are comfortable with the speed and degree of change.  None of us find it easy to adopt new habits, learn new approaches and processes and change the way we do things.  To a large degree we have no choice.  Take email as an example.  Could you do without it?

What the speed of change forces us to address are new approaches to strategy and scenario planning.  It alters our approach to our customers, how we manage and measure operations and how timely and effective are our organization’s reflexes and responses to change.

Norman Augustine, the past CEO of Lockheed Martin noted 10 factors that he had to address concerning change as his firm fought to be only one of four prime government aerospace contractors to survive the merger wave of the nineties.  Today, Lockheed thrives because they created a new culture, a new operating policy, new products and services and a new mission.

As executives must address changing career issues, it is important to look at your leadership strengths and weakness, your style to management and working with others, your skills and competencies, your motivational factors and identifying what barriers that may be holding you back from accomplishing your next level of growth.

PEOPLE  The third area which defines the context framework is how well you relate and work with PEOPLE.  Are you looked at as an “old stick-in-the mud” or someone who is open to new ideas and innovation?  Have you evaluated your critical thinking areas which include your decision-making and decision influencing processes?  What was the last time you re-engineered and radically overhauled an operational area?  Have you kept abreast of some of the key contemporary and future drivers like knowledge management, human capital, social networking and distance learning?

Have the people you work with also kept pace with human resource shifts in workplace flexibility, global business practices, work and society, workforce development, the redefinition of jobs into roles, the new application of cross-functional collaboration, and the increasing importance and value of human resources to corporate strategy and profitability.

These changes apply to all types of organizations structure ranging from entrepreneurial, functional, divisional, holding company or matrix-based entities.

One of our firm’s distinct benefits is helping you pinpoint the attributes and values that you have perfected and how you can apply these to a career opportunity.  In short, we sharpen the focus of what you can offer, why you can make a difference, and how you can improve and add-value to a specific organization.

In addressing these objectives we follow a proven methodology which I developed and have refined over the past three decades.  It is simple, comprehensive and elegant.  It is only for senior people and top executives. It has worked well for many and it will work well for you.

When our firm works with you, we must focus on the future.  Where will you be in 2 , 5 or 8 years from today?  What goals and objectives have you written down on what you want to achieve?  What values are important to you and which firms out there are eager to talk to you?

By defining your current capabilities, we start to sculpt and design the opportunity that you really want to achieve.  Together we formulate definitive response to the following: What are the ways you can immediately contribute to an organization?  Who would you love to mentor, coach, teach, advise and lead?  What mistakes and potholes would your experience be invaluable to helping younger and less experienced managers and executives avoid?  And how could you contribute to better critical thinking that would lead to a better vision and strategic plan for an organization?

Many of you have gained exceptional insight into understanding the complexity and nuance involved in sophisticated decision-making.  But where do you go to share this knowledge? What and where are the firms that are also looking for you?

Our success in helping you find the optimum opportunity follows a very simple, common sense approach customized to meet your specific needs. This starts with a discussion based on your input and goals.  It is how we develop a unique marketing strategy that is pertinent only to you.

Next, we support this strategy with a set of tools that puts the strategy in action.  These tools include crisp, cogent letters, effective and succinct resumes, use of electronic portfolios and presentations to emphasize your style, application of highly unique databases, ongoing coaching and support, introduction to contact networks and consultation on negotiating the most favorable deal for you.

In summary, David Werner International provides a unique resource for successful business people who want to take the next step in completing their career.  Maintaining a low-key, highly confidential approach and treating your needs as a super premium brand, those who seek true customization and outstanding outcomes have found entering into a dialogue with us has led to a truly enlightening opportunity to address their career near and long term needs.