Case Studies

A row of colorful spines of leather bound books sitting on a shelf of a bookcase fills the frame.

We have successfully completed several mandates across various industries in different geographies. A selection of our recent assignments is provided in the links below - due to the confidential nature of our work, company and personal information has been removed.

Click on title to read case study.

Director of IT

Finance Director

Head of HR

Head of Projects

Head of E-commerce & Digital Services

Director of IT

Brief

A newly formed, government-owned entity was looking to attract the ‘best-in-class’ national talent for their energy program. We were mandated to source a Director of IT that would report to the CEO.  The role holder would be tasked with developing the vision of the IT department, the IT strategy and providing overall leadership to the department.

The brief was to find someone that possessed not only the relevant technical skill set and experience, but also the right cultural fit for this business critical role.

Upon accepting the mandate, we conducted a thorough industry sector market mapping exercise identifying a number of individuals that met the requirements and remit of the role.  Following a rigorous interview screening process and reconfirmation with the client regarding the ethos and work ethic required, we managed to propose a shortlist of four highly qualified candidates.

Result

We managed to attract, engage and place a candidate that our client felt was a perfect fit for the role. We worked alongside the client and were able to offer the candidate within three weeks of the initial shortlist. Upon completing his notice period, an induction plan was developed allowing the candidate to make an instant impact upon joining. Following the successful outcome, we were retained to search for a further three positions for the same organisation.

Finance Director

Brief

A renowned university was looking to recruit a Finance Director. Having exhausted a number of different avenues - including sourcing directly as well as using their preferred supplier list on a contingency basis - we were approached via a recommendation.

Following an in-depth discussion of the brief and the obstacles they were facing, we advised the client on an advertised search and selection methodology.

Alongside the client’s HR team, we developed comprehensive and concise content for the advert. Working with the client’s marketing team, we developed a final advert meeting all their brand guidelines. Through research, it was agreed that we would run the campaign over two weeks as a half-page advert, both offline and online, with a leading regional newspaper enabling us to reach out to a wider audience.

Following telephone screening of the most suitable applicants, a shortlist of five candidates was presented to the clients complete with in-depth screening notes on their suitability.

Result

After a three interview process, the client was able to identify a candidate with a strong consulting background who had spent the latter part of his career with an academic institution.  We worked collaboratively with the client to ensure that the candidate was constantly engaged and stimulated by both the organisation and position throughout his relocation.

Knowing that we would receive a vast and varied response, and also aware of further mid-level vacancies, the client requested visibility of all suitable candidates that had applied. Following final interviews the client first hired a Head of Finance, leading to a subsequent hire of a Accounts Receivable Manager at a discounted rate.

Head of HR

Brief

One of the most prestigious global speed boat manufacturers was going through a phase of rapid change having to regress it’s business due to falling revenues. Having previously worked together to successfully place a Commercial Manager, we were approached to source a highly experienced Head of HR, as the current incumbent was taking maternity leave.

Over a number of sessions to understand the brief and key initiatives they were looking to implement, it became clear they required an HR Manager that had significant experience of redeployment and managing initiatives in a cost containment culture.

Due to the skill-specific and urgent nature of the role, our strategy was to reach out to known HR professionals discussing the opportunity and mapping out organisations who had gone through similar headcount reductions and redeployment. Major obstacles included finding professionals who were available on short notice periods and convincing potential candidates to consider undertaking a “turn-around” role versus pursuing opportunities in fast growing companies.

Result

We finally managed to secure an individual with broad-based experience providing excellence in human resources leadership. She possessed considerable change management and transformation skills and had assisted a number of organisations in their move from a behaviour-based culture to one that was performance-based. The outcome was an improvement in overall efficiency of the HR team and the development of HR policies that reflected the reality within the business. The introduction of a well-being scheme and development of leading training programs led to reduced absenteeism and improved productivity. Establishing a ‘Leaders for Tomorrow’ programme also ensured the organisation had the internal talent to help move the business forward.

Head of Projects

Brief

A highly reputable engineering company approached us following a recommendation from one of their HR managers. The organisation had recently been awarded a large project and had strict service level agreements across three distinct phases. Their most recent experience to recruit a leading Head of Projects had been unsuccessful so we were called upon to source for the role.

Understanding the recruitment process for this organisation was fundamental given their previous experience. We spoke extensively to various stakeholders to fully understand the messaging their employer brand was seeking to deliver and how their employer value proposition compared in an extremely competitive landscape.

Discretion was key in this very close-knit market so identifying and reaching out to potential candidates was carried out mainly through recommendation. In exceptional circumstances, we landed on an ideal candidate through a recommendation from a Senior Project Director who was unable to pursue the role himself.

Over the entire recruitment process five candidates were shortlisted with three going through to second interview before selecting the final candidate during the final interview stage.

Result

The client managed to secure their first choice candidate and were extremely pleased with the quality and calibre of hire. Since joining the individual has managed to fulfil all expectations and deliver the project on time and within budget with additional responsibility of pre-sales business development.

Head of E-commerce & Digital Services

Brief

Our client was a top-tier retail bank who wanted to develop a new proposition for their online banking department and required a Head of E-commerce & Digital Services.

To develop this online offering the client sought an expert in digital services from a retail banking background. Over the course of our discussions we established a wider set of profile requirements from hands-on experience of the direct banking market, strong product knowledge, a track record in e-commerce marketing and experience in building a B2C proposition.

The mandate requirements for this search naturally led us to propose a classic headhunting search approach. We researched worldwide retail banking institutions and compiled organisation charts where applicable to identify all e-commerce marketing heads and directors. Selection and screening of candidates was conducted face-to-face, by telephone or on Skype calls. A shortlist of five profiles was presented to the board and HR Director. At the end of the search process two candidates were identified and assessed over a series of face-to-face interviews. Upon our presentation of the full assessment results and notes to the client the next stage commenced with candidates flown in for final face-to-face interviews.

Result

The recruitment process - from accepting the mandate to an offer being signed - took three months. Following a three month notice period the candidate relocated and has now established an excellent online proposition for the client’s retail banking unit.