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Outside Sales Representative

Page 1- Starting your Search

Our Team

Our Knowledge and Contacts

Since 1979 GRS has specialized in recruiting and placing top talent with Fluid Power industry experience including the following areas of expertise:

Power Transmission
Motion Control
Process Control

Oil & Gas
Mobile Equipment
Material Processing


Page 2 - Geography
Page 3 - Source Companies

Source Companies

Companies to Target for Candidates

Page 4- Search Process

Search Process

Recruiting Passive Candidates

  1. We start our search by compiling a list of target companies utilizing our industry database, online resources and trade publications.

  2.  Once we have a strong list of sources, we look to our network for anyone we may know from that target list.  We will approach our existing network to recruit and/or for referrals.  The best candidates come from referrals.

  3. We then look for target candidates from those companies through multiple sources.

  4. We have a top-notch marketing team that will spread the word to our industries through online sources as well as direct marketing.

  1. We then set our skilled recruiters on a direct outreach plan. This is the best way to engage people that are not actively seeking a new role.  Our team trains extensively on how to engage passive candidates in discussion.

  2.  Once we have a group that we feel are strong candidates, we will do all of the initial pre-screening and qualification for the role.

  3. After we have determined our short list, we will contact you to start the interviewing process.

  4. GRS is involved throughout the process until it is completed.  This includes all qualification, preparation and debrief, management of candidate expectations and offer negotiations.

Page 4b- Qualifyin You Candidate

Qualifying Your Candidate

  • Fluid power sales background is key

  • Must have experience with manifold valves

  • Demonstrated sales success with strong follow up skills

  • Fluid Power Certified

  • Experience and understanding of working with large and midsize OEMs

  • Positive attitude and work ethic

Page 5- Compensation


Page 6- Selling Your Opportunity

Selling Your Opportunity

  • ESOP

  • Valve division is fastest growing division in company

  • Company is investing in resources to continue to grow this division

  • Strong technical support

  • Management values and takes care of employees

  • Long tenure among employees

Page 7- Partnership Option

Partnership Options



Page 8- Contingent


A contingent search agreement enables you to immediately interview talent we recruit for the position; fee is only due if you hire that individual.

• Fee at time of hire is 30% of 1st year earnings
• No commitment unless we present a person that you hire
• Allows for you to interview people without any financial commitment
Page 9- Priority


Priority search begins with an engagement fee that allows us to put our full resources into the search and work  with you until it is filled. 
This is how our team prioritizes searches internally. We can also reduce the overall fee amount because there is a  commitment on both ends.

Page 10- Contact Inforation

Contact Information

Page 11-Strengthen Your Team

Strengthen Your Team

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