Offering high quality talent acquisition recruiting for senior executive requirements; board of directors, ceo, cfos and vp and c-suite they rely upon to operate.

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“The Right Leadership is Priceless”
Executive Search Methodology - Proven & Effective
Over 1000 Executive searches with a 100% execution rate.
Ken Petkunas
kpetkunas@swbi.com
Doug Walker
dwalker@swbi.com
SWBi International www.swbi.com 617-395-7679

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SWBi Mission
To assist clients in the generation value by identifying
and securing outstanding executive and leadership
talent.

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We find the stars you can’t get on your own!
by
Providing visibility and vision into businesses or
industries beyond what is available internally and
applying a finely tuned process which incorporates
independence and objectivity into the identifying,
stimulating, developing, vetting and securing of the
best available talent for a particular mission.

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The SWBi Process
 Specification Development: Work closely with
management to develop profile from which to
identify the initial candidate pool.
 Research & Target Development: Mine &
refine proprietary & purchased sources to
identify target organizations and candidate
profiles.
 Candidate Development: Stimulate, vet, refine,
and selectively benchmark Long List
candidates with client to yield final target list.
 Candidate Presentation: Interview, and rank
according to Search Evaluation Matrix then
present qualified Short List candidates to client.
 Interview & Selection Process: Interviews with
client, observations, consultations, Reference
Audit, ultimate candidate selection.
 Candidate Acquisition & Transition: Offer
Candidate Universe
Candidate Profile
Targets Identified
Targets Vetted
Short List
Selection
parameters developed, Present ion of “what-if
offer,” Negotiation of final terms, Candidate
Acquisition
Commitment. Post-hire review process and
ongoing support. Ongoing SWBi Relationship

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 Develops a thorough understanding of client culture,
chemistry & organization in order to deliver the ideal
candidate.
 Has first hand working knowledge of the functional
discipline for which the executive is being sought. (BoD,
CEO, Sales, Marketing, Finance, Operations, , etc.)
 Demonstrates experience and understanding of the
client company’s life-cycle stage. (Ramp-up,
turnaround, build, growth, right-sizing, etc.)
 Presents a disciplined, proven approach to executive
search and consulting which ensures consistent and
successful results for clients.
 Possesses expertise, not only in executive search,
running real life business organizations.
Client
Functional
Area
Life-cycle
Perspective
Disciplined Process
Deep Practical
Expertise
 SWBi’s partners have a 25 year track record of success in executive search and 30 years of
experience in high technology markets from start-up to multi billion dollar organizations
 Our depth of knowledge and access to candidates ensures a high ROI engagement.

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 SWBi is the culmination of 25 years of successful executive
search and high technology experience.
 TWO SWBi principals secure, own, manage and execute each
engagement; delegating nothing of substance.
 SWBi never has, and never will, abandon a search.
 SWBi elects to focus on fewer, more meaningful clients to
maximize effectiveness and minimize conflicts.
 SWBi offers Global reach with personal attention.
 SWBi is a client-driven boutique, not an earnings-driven
“search factory”.

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Create Research
Engine
Benchmarking
Sessions
Research &
Target Dev.
Interviews
By SWBi
Rankings by
S/E Matrix
Reference Audit / Background Check
Candidate
Development Candidate Presentation & Further Dev.
1 1 2 2 3 4 5 6 7 8 9 10 11 12 13 14
Develop Target List
Pre-Offer
Negotiations
• Needs analysis and research engine developed in first 1- 1 ½ weeks.
• Candidate development driven hard in weeks 2-3 and beyond.
• Benchmark preliminary findings by week 3; continue to refine.
• SWBi Interviews, Short List presentation and client interviews set by weeks 6-10.
• Debrief & conduct reference audit on selected candidate in weeks 9-10.
• Gain acceptance of offer by week 10-12.
WEEK
Specs
Position Specs Developed
Initial
Candidate
Development
SWBi Interviews & Rankings / Client Interviews Candidate
Selection &
Closure
Ensure
Candidate
Transition
Further Candidate Development
Short Lists
Interviews
By Client
Formal Offer
& Acceptance
Target Search
Complete
Post-Hire
Review

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SWBi’s Unlimited Network
 Social Networking: SWBi exploits the sheer
vastness of the social networking sources
available today such as LinkedIn, Facebook,
Twitter, Xing, etc. with underlying groups.
 Technology Tools: To mine & refine public,
proprietary & purchased sources; spiders ,
etc.
 Proprietary Purchased Sources:
Subscriptions to databases including tens of
millions of executives worldwide.
 Personal Networks and Databases: Tens of
thousands of contacts in personal databases
amassed over the years.
Candidate
Universe
Social Networking
Technology Tools
Proprietary
Personal
With Minimal Block-Outs

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9
Principals owning search
Doug Walker
– 23 years executive search
experience with Hundreds
of senior level searches
– Former CFO of a publicly
traded company
– Focus on
• Semi, Comms, Software,
Security, Infrastructure
• Across functional
disciplines
Ken Petkunas
– Over a dozen years senior
executive search experience
– 25 Years of Executive High
Tech Experience
• Harvard, MBA Booth
School Univ. Chicago
– Focus on
• Semi, Comms, Software,
Security, Infrastructure
• Across functional
disciplines

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SWBi customers say….
• …you were always engaged with a strong grasp of our needs….
• …impressed with your quick response, presentation of well
qualified candidates, and persistent monitoring…
• ….thank you for your consistent efforts and putting our interests
first…..
• …made the search process expeditious and fruitful.
• …you did the job efficiently, put up with our twists and turns,
and delivered an excellent choice.