How to Work a Blended Desk
In 2026
–An Eleven-Part Series–
Part Three
by
Bob Marshall
August 18th, 2026
Part Three — The MPC and the FAB
The MPC
I came out of a recruiting system that strongly encouraged the use of the **Most Placeable Candidate—the MPC—as the centerpiece of a recruiter’s marketing presentation.
There is a reason for that.
The MPC approach helped that organization become the world’s largest and most profitable contingency recruiting firm—a position it continues to hold today.
Obviously, something about the system works.
So, what exactly is an MPC?
An MPC possesses five characteristics:
1. A marketable skill.
They have a skill that opens doors and makes an employer want to hear about them.
2. Realistic expectations.
They are realistic about title, compensation, location, commute, responsibilities, and the overall opportunity.
3. Reference-checkable.
Their background and accomplishments can be verified.
4. Available.
They will interview when you say they should and can generally start within two weeks.
5. Mutual respect.
They understand and respect the recruiter’s role—and the recruiter respects them in return.
Finding an individual who meets all five criteria isn’t easy.
In fact, that’s the point.
The MPC is supposed to be hard to find.
But once you find one, you have something valuable: a reason to call the marketplace.
And that brings us to the second half of the equation.
Because having an MPC isn’t enough.
You also need to know what to say.
That’s where the FAB comes into play.
The FAB
Here’s the Reader’s Digest version of the Feature-Accomplishment-Benefit presentation—the FAB.
FEATURES
Facts about the candidate.
Where they’ve worked. What they’ve done. Their title. Their industry experience. Their technical or professional expertise.
ACCOMPLISHMENTS
Significant, measurable results the candidate has produced for current or previous employers.
These should be concrete.
Numbers. Dollars. Percentages. Fractions. Time savings. Revenue generated. Costs reduced. Projects completed.
Don’t tell me the candidate is a “great salesperson.”
Tell me they increased revenue by 37%.
Don’t tell me they’re an “excellent operations executive.”
Tell me they reduced operating costs by $4 million.
Accomplishments create credibility.
BENEFITS
The educated conclusion of what those accomplishments could mean to a new employer.
This is where we connect the candidate’s history to the client’s potential future.
And notice the sequence:
Feature → Accomplishment → Benefit.
You aren’t simply describing a candidate.
You’re making a business case for why the client should meet them.
Putting the MPC and FAB Together
Here’s what a classic MPC/FAB presentation might sound like:
“Jim, I’m Bob Marshall, President of TBMG Executive Search. We specialize in placing permanent and contract C-level executives within the private equity arena.
I’m calling you about an executive who has successfully sourced more than 500 companies in a year and a half, has deep experience in the Aerospace & Defense industry, and spent four and a half years with J.F. Lehman & Company.
Based on that background and what I know about your firm, I’m confident this executive could add or strengthen an A&D vertical for you.
He’s local, and your firm is actually one of the firms I specifically targeted based on his experience. I discussed your firm with him, and he agrees that it could be an excellent fit for his talent, skills and abilities.
So here’s what I’ve done.
I’ve arranged for him to be available to speak with a select number of exceptional private equity firms over the next couple of weeks.
If you’d like to speak with him, what day and time works best for you?
And Jim, before I let you go, I hate to waste a good call.
As a specialist in your niche, I come across excellent potential candidates at all levels on a regular basis. I work on both a retained and contingency basis, and I can also provide contractors when you have an immediate need that can’t wait for a permanent hire.
So let me ask you one final question:
**What kind of talent—permanent or contract—would you like to hear about from someone like me if I uncover that person in one of my subsequent searches?
Again, Jim, I’m Bob Marshall at TBMG Executive Search. You can reach me directly at 770-898-5550.
I look forward to speaking with you. Have a great day.”
Now, there’s something important happening in that presentation that I don’t want you to miss.
The MPC gets you in the door.
The FAB gives the client a reason to open the door.
And the blended desk gives you more than one reason to walk through it.
The candidate you’re presenting may be a direct-hire opportunity.
But the client may have another problem—one that needs to be solved today, not three weeks from now.
That’s where the contractor comes into the conversation.
And that’s one of the great advantages of working a blended desk.
You’re no longer limited to saying:
“I can find you a permanent employee.”
You can say:
“I can help you solve your talent problem.”
Sometimes that means a direct hire.
Sometimes it means a contractor.
And sometimes it means a contractor who ultimately becomes a permanent employee.
That’s leverage.
And that’s exactly where we’re headed next.
Next week: Part 4 – Establishing the Value of the Employee and the Cost of Vacancy—How a Contractor Can Stop the Hemorrhaging
My Best,
Bob
Bob Marshall began his recruiting career over 46 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
205 Elliott Road, Suite 100
McDonough, GA 30252-2704
770-898-5550
520-842-5550 (fax)