Professional Agents

Pro athletes have an agent for several reasons. Could you imagine Peyton Manning having to communicate with five different agents on five different offers? The self-serving nature of each agent pushing their deal would supersede the best interests for the athlete.

Good sports agents advise a professional athlete to rank the following criteria before selecting an offer. This allows the athlete to assess how they can realize their dreams over the course of their career. Here is a glimpse of what a top agent insists the athlete consider:

• Short-term economic gain
• Long-term financial security
• Family
• Geographical location — weather and lifestyle
• Profile and endorsements
• Starting role
• Winning team
• Coaching
• Offensive and defensive system
• Playing surface and facilities

Interesting how many of these categories could be converted over for the priority list for a C-Level executive.

Oxford has turned the traditional role of the executive recruiter upside down. We created a new model that provides representation with a concierge level of service to the executive over his or her entire career. Rather than having companies as your clients, why not have the candidate as the client (with the understanding that the companies still pay the fees)?

Oxford realized that it could have 1,500 companies as clients, or they could represent 1,500 rock star C-Level executives (20% of them switch jobs every year.) The executive can realize the same advantages from the recruiter as the athlete does from his or her sports agent.

Oxford can provide Insider Track information to the candidate on the industry and the company. Oxford knows the people, their culture, the competition, and the work environment. The only way to get these insights is to work through The Oxford Group. We prep you for all meetings and provide you with advice to make the best impression possible, understanding the personality and interview style of the executives that you will meet. We can determine whether or not the opportunity will be in your long-term best interests.

• You will have no competition because you are not going on cattle calls.

• You are part of our Stealth Reverse Search program that only presents your background to potential suitors.

• Oxford will work with you to promote your successes, skills, and strengths. It becomes our job to watch over your long-term career.

• Reverse Stealth Search creates opportunity for you to interview with companies that do not necessarily post publicly.

• Oxford can connect you with an opportunity that possibly did not exist before a phone meeting was arranged for you.

• We target companies.

• We work with you through the interview process – and all negotiations.

• We aid in your resignation from your old position.

• We also help you transition into your new position.

• We manage all of your communications with the Board of Directors, CEO, Presidents and Executive Vice Presidents.

Most C-Level Executives, who regularly negotiate complex business deals, become shy when it comes to settling on a compensation package for themselves. Negotiating 101 advises having a buffer between you and the other negotiating party. The Oxford Group has worked with, and placed, over 6,500 candidates. We negotiate the salary, bonuses, duties of the job/contracts, stock options, commissions, parachutes, and benefits for all of our candidates. We have never lost a deal for a candidate when we have negotiated the offer. We also never give an offer that will not be accepted. Negotiating is a sensitive issue and is better left to us so there is no ill will between the company and you.

Oxford did extensive studies on this model and turned the traditional role of the executive recruiter upside down. Why shouldn’t a C-level executive be able to have a professional agent that is looking after the candidate’s best interests as well as the employer?

Oxford has created a new model that provides representation with a concierge level of service to the executive over his or her entire career. Rather than having companies as your clients why not have the candidate as the client (with the understanding that the companies still pay the fees)?