World Institute of Surgical Excellence

We at WISE understand the difficulties associated with seeking and securing a career opportunity that will meet your needs and objectives. The search can often be both painstaking and rejection intensive.

Our objective is to work with you to reach a conclusion as rapidly as possible as to whether our mutual interests are well suited to forge a long term mutually beneficial professional relationship. We feel strongly that hasty ill-informed decisions rarely succeed and that we both must learn a great deal about each other in a short time in order to make a proper assessment of if it is in our mutual best interests to work together.

We realize that the odds are not in your favor as we receive many more resumes from highly interested qualified candidates than we are able to accommodate. If at any time you feel frustrated by our process feel free to drop out of consideration with the knowledge that we sincerely wish you well and hope WISE can be of service in the future to you or your family.

Those candidates that choose to persist we want to wish you luck in the process. We will make ourselves available to you with a “no question is an inappropriate question” attitude. There are several steps in the process of selecting a candidate. They are listed below to insure that there are no surprises and to give you an idea of what you can expect from us.

Warmest regards,

Anthony King

Executive Vice President

Vice President of Sales & Marketing North America

Steps in the Candidate Selection Process

Thoroughly review the www.wiseMDs.com main website and WISE USA Careers website.

Request an initial interview and submit the WISE Pre-Interview questionnaire.

(Found at the bottom of this page)

As a courtesy all candidates who invested time in reviewing our online information will receive an initial interview as long as they have not been disqualified by their answers to questions contained in the pre-interview questionnaire. The interview is brief and is meant for a candidate to come prepared with questions. The primary purpose of the initial interview is to satisfy the questions of the candidate to determine if they feel both interested and well qualified for the position they are seeking. The WISE executive conducting the interview will clarify the requirements of the position, elaborate on the WISE culture and marketing support, detail specifically what characteristics the ideal candidate will need to possess and elaborate on the opportunities extended to successful candidates.

Receive additional information from WISE. At the conclusion of the initial interview if both the candidate and WISE executive feel that the potential for a mutually beneficial relationship exists then WISE will send candidate additional information to help in making an informed decision.

The WISE Plan a detailed marketing plan detailing the strategic initiatives for WISE for the next 36 months.*

Copy of the Marketing Agreement for WISE Partner or Executive Consultant as appropriate.*

The Deloitte Study on Medical Tourism titled: Consumers in Search of Value.

The Deloitte Study on Medical Tourism titled: Update and Implications.

*THE WISE MARKETING PLAN AND MARKETING AGREEMENTS CAN ONLY BE SUPPLIED TO PROSPECTIVE CANDIDATES THAT SIGN A NON DISCLOSURE – NON COMPETE- NON CIRCUMVENT AGREEMENT

Complete and submit information to WISE. At the conclusion of the initial interview if both the candidate and WISE executive agree that the potential for a mutually beneficial relationship exists, WISE will send candidate information to be promptly completed and returned to WISE to assist in learning more about the candidate so that WISE can reach an informed decision regarding the suitability of the candidate for the positions available.

WISE Personality Test: to be successful in choosing the right candidate for a position it is helpful to understand every aspect of their personality--- what they enjoy doing, how they work best, are they comfortable interacting with others and where their strengths and weaknesses lie. Your answers in the WISE personality test will help us gain the knowledge to make the right choice as to which, if any, position that we have available is a proper fit.

Each of the 4 quizzes in the test contains a series of questions designed to measure such traits as creativity, emotional stability, strong-mindedness, and sociability. There are no right or wrong answers---just revelations about the candidate that you are.

We have specific personality traits that we are looking for in candidates for specific positions. As an example confidence, discipline and ethics would all be important traits for a person seeking the important leadership position of a Regional Partner. Aggressiveness, persuasiveness, and an interest in serving others are an important characteristic of an Executive Consultant. Of course a healthy self image is useful in any position.

WISE IQ Test: The WISE IQ Test is similar to the elaborate standardized ones administered by professional psychologists--- professionally designed for WISE to measure a candidates cognitive skills, reasoning ability, quick-learning capability, and problem solving proficiency concentrating on verbal, mathematical, and spatial relations questions.

IQ can be a sticky issue for some. We at WISE feel that it is reasonable to assume that a more intelligent candidate has an advantage over someone of less intelligence. Colleges have entrance exams in an attempt to determine if a prospective student is “college material”. WISE is looking to help insure that if we choose a candidate for a position that they are up to the task.

IQ is NOT the only factor used in evaluating a candidate however, WISE only accepts candidates that score at 110 or above on the test.

Average IQ: 91-110 (50% of population)

Bright Normal: 111-119 (16.1% of population)

Gifted IQ: 120-127 (6.7% of population)

Very Gifted IQ: 128-135

Superior IQ: 136-142 (2.2 % of population are Very Gifted or Superior IQ)

Very Superior IQ: 143-151 (< 1% of population)

Near Genius: 152 (< 1% of population)

Genius: 159+ (< 1% of population)

Dull Normal: 80-90 (16.1% of population), Borderline Defective: 66-79 (6.7% of population), Defective: below 65 (2.2% of population)

Personal and Professional References: as part of the WISE due diligence process candidates must submit 2 personal and 2 professional references.

Candidate must extend permission for WISE to conduct a professional background check. WISE *DOES NOT* put a high degree of significance on credit score. We understand that bad things happen to good people. As an example many have ruined their credit due to a failed entrepreneurial effort, (which can be an excellent life lesson) or a medial issue (an area WISE is attempting to help). When we look at credit history, we are looking to make sure that we don’t see anything that appears to be deceptive or a lifelong pattern of not keeping commitments.

With regard to criminal history, WISE understands that people make mistakes in life

and that your past does not always equal your future. We will give you an

opportunity to tell us about the circumstances of your mistakes however, WISE will

not appoint a person that has been convicted of a felony for any of it’s positions.

If after conducting our due diligence WISE views you as a potential candidate for a position you will be invited to participate in an in depth interview with one or more members of the WISE management team. At this point, WISE has supplied you with a great deal of information and an initial interview opportunity to get your questions answered. This will be a very pointed discussion directed at you the candidate, typically lasts 60-90 minutes, and usually involves some spontaneous role play. The successful candidate will be expected to bring clarity to specifically what they want to accomplish representing WISE (the results that they are seeking in the relationship), why they desire the specific results stated (purpose), an outline of the action plan that will carry them to the attainment of their stated goals (motivation), and substantive examples of past achievement of worthy goals.

Optional Final Interview: sometimes either the candidate or WISE has a few final questions, concerns or comments before finalizing a decision as to whether both parties feel that they should go forward and consummate a professional relationship. WISE will grant any candidate who participates in an in depth interview the opportunity to have a final interview if an offer has not yet been made by WISE.

The execution of the marketing agreement specific to the position that is offered and accepted. The submitting of the performance deposit from the new WISE Partner or WISE Executive Consultant. Schedule initial training.