Executive Search - Case Studies
Case Study 5 - Leading services/construction group with extensive PFI/ PPP contracts - Commercial 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 bridge the gap between them until we can broker a 'marriage' with the chosen candidate.
This construction group had repositioned itself in the services sector, and had become a leading provider of support services in UK. They have an outstanding track record of successful bidding for PFI/PPP work across UK. They wanted a new Commercial Director for a £200 million contract in a particular sector. It had reached preferred bidder stage, so it was urgent. Their commercial team were stretched to the limit. They needed to find a top appointee so this key contract went well, but the market place for good people was very tight - could we help?
We advised our client that an executive search was the best method. The offered package was realistic and comprehensive. The location in Scotland was a potentially limiting factor, as English based candidates might not wish to relocate. There were very few people in Scotland with the relevant scale of experience. Ideally the appointee would also help spearhead the bidding for future contracts in Scotland, so a long term appointment was envisaged. It might appeal to an expatriate Scot, or to a non-Scottish family seeking quality of life.
- We drew up a target list of companies where we would find likely candidates. Our research team had an excellent track record for making these delicate approaches successfully;
- We worked closely with the researchers and spent many hours on the phone with the potential candidates. We listened carefully to their experience, aspirations and motivation.
- Within a few weeks we had presented full details of selected candidates to the client, agreed a longlist with them, and interviewed the best of them, in Scotland and England. We gave background information on the role and the Group to these candidates and liaised back and forth, so the exchange of information kept pace with the level of involvement of both parties.
- A shortlist of four people, from both sides of the border, met our clients. They agreed unanimously on the preferred candidate who accepted their offer. The mutual benefits were clear to all, as he was highly experienced, strategic and ambitious - and the location worked perfectly for him and his family.
- We completed extensive verbal references (excellent) and helped finalise the appointment.
The appointee has now been in place for some time, has helped to finalise negotiations for the original contract, then implemented it, and is now a real asset in our client's expanding business.
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 upheaval. Many factors need to be balanced: spouse's career, children's schooling, possibly selling and buying a home, career risk etc 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, priorities etc. Without understating our ability to find the right people, much of our success is based on listening effectively.