Executive Search - Case Studies
Case Study 3 - European multinational - biotechnology equipment - UK Managing Director
An executive search is sometimes the only way to attract the best in a small field. We value the trust both our client and the candidates place in us as we close the gap between them until we can broker a 'marriage' with the chosen candidate. This is more complicated when we are working across cultures and borders but fundamentally people want to be treated with respect; and, openness of communication is vital.
The Chairman of this highly successful equipment group, which operates in diverse markets globally, contacted us. They needed a new General Manager for their Sales office in SE England. We met him in London to discuss the appointment in detail and advised that a search was the best method. Confidentiality was important, as the group preferred to announce the new appointment to customers positively.
There was too little challenge to attract an existing General Manager/Managing Director to this small office. Instead we focused on Sales Managers/Directors and the tier below them in larger organisations. Joining our client would be an attractive opportunity for a good manager with strategic vision and a proven sales trackrecord; but so would their prospects at their current prestige firm; Crucially we needed large organisation experience yet someone who could fit comfortably in a small office.
We agreed a longlist with our client and held interviews in London. We gave these candidates background information on the Group so the exchange of information kept pace with the level of involvement of both parties. A shortlist of five people met our client, from whom two went to their European headquarters to meet the board and future colleagues. In the process, as a result of discussions with candidates, our client upgraded the role to Managing Director. The Board agreed unanimously on the preferred candidate who accepted their offer. We completed extensive verbal references and helped finalise contracts. The M.D. was successful in revivring their UK markets.
Contrary to myth, no 'head-hunter' ever forced an executive to leave a job! We broker opportunities. The candidate decides whether (s)he will go through the huge upheaval; many factors need to be balanced: spouse's career, children's schooling, possibly selling and buying a home, risk of joining a new employer etc. These are offset against the challenge, rewards and prospects of the new opportunity. The size of opportunity must be perceived to outweigh the risks to a worthwhile extent. This is a very personal decision based on personality, values etc. Without understating our ability to find the right people, much of our success is based on listening effectively.