About Us

FPC (F-O-R-T-U-N-E Personnel Consultants) is an entrepreneurial enterprise, giving each office the flexibility to develop individual models for success within the network structure. FPC owners select the industries and disciplines in which they focus and receive support in addressing business and operational issues.

This level of professional support, combined with individual ownership, creates the best of both worlds for FPC clients and candidates. FPC offices are operated by industry specialists who bring their own unique expertise and contacts, and backed by systems, infrastructure and training.

FPC was founded in 1959 in New York City by Rudy Schott, a recognized pioneer in the executive recruiting industry. He developed many innovations that have become recruiting standards and best practices – including industry and discipline specialization. Schott began franchising FPC offices in 1973.

Today, the company is led by CEO, Ron Herzog and President, Jeff Herzog. Since joining FPC in January 1995, Ron has developed an extensive knowledge of the recruitment industry as well as the intricacies of the FPC system. In addition to providing his vision for the company, he oversees the day-to-day operations for the FPC system nationwide and has developed a comprehensive training program that is a template for success. He works personally with each office, in collaboration with FPC’s New York-based training team, to maximize system productivity. Jeff works closely with existing and new franchisees and their consultants to drive innovation, revenue growth and profitability.

Code of Ethics

FPC National promises to clients, candidates and employees that they will:

  • Service client companies and candidates in a professional and ethical manner.
  • Exercise professional judgment in screening and referring candidates for identified positions with clients.
  • Refuse job listings that violate equal employment laws regarding race, sex, sexual orientation, marital status, color, age, religion, national origin or disability.
  • Comply with all state and federal laws dealing with employment issues.
  • Insist upon thorough job specifications in order to understand and meet the exact needs of the client.
  • Describe the specifics and requirements of the job to the candidate in accordance with the consultant’s best understanding of the opportunity at hand.
  • Thoroughly assess all candidates as to their ability to perform the specific job functions, and to refer only those candidates whose credentials appear to be a reasonable match to the client’s job description.
  • Divulge all pertinent information, within legal boundaries, to the employer regarding anything that may affect the candidate’s ability to do the job.
  • Accurately transmit to the client all relevant information obtained from a candidate about his or her background, expertise, motives, objectives and earnings history – but only with prior permission from the candidate.
  • Be an effective and objective liaison between employer and candidate in assisting each party to evaluate the other’s strengths and weaknesses.
  • Always keep in mind the candidate’s career needs. He or she deserves an honest, ethical approach concerning career opportunities, including confidential and discreet handling of credentials and privileged information.
  • Be sensitive to the goals and needs of candidates. If unable to help them, to do the best to recommend them to an appropriate source.
  • Avoid making representations or promises that cannot be supported by facts.
  • Help candidates, to the best of our ability, avoid employers with documented histories of unstable financial, unethical or illegal employment or business practices.
  • Never withhold information that is detrimental to the candidate.
  • Refer candidates only to bona fide positions that have been discussed with all parties.
  • Avoid actions or advice that might jeopardize a candidate’s position with his or her current employer.
  • Advise all candidates to avoid giving notice or leaving their current employment until all stages of the hiring process are complete.
  • View all FPC offices as partners in the employment process.
  • Act in good faith within the system, and promote the good name and reputation of FPC throughout the business and professional community.