Executive search to find a Transformation Director for a Design Consulting firm
The business problem
This medium sized business had grown on federated basis, so effectively a collection of separate businesses. They had got to a critical size where this structure no longer made sense – they decided to move to a centralised structure.
To enable this to happen, their key business systems had to be integrated.
The most difficult part of this was merger of a number of different finance systems. This was critical so that the board could have accurate financial information to manage the business. Also, it was important to integrate other technologies/ business processes to reduce cost and eliminate duplication.
The solution was to hire a Transformation Director - someone with a deep technology and business transformation skill set.
With any business transformation of this type, there is resistance to change, due to the perceived disruption as the change takes place.
So the candidate had to have strong interpersonal skills: diplomacy and persuasion was required to drive through the change required. Cultural alignment was key given it was a tricky environment to work within - it needed lots of reserves of resiliency to work with the different characters in the business.
There was no-one in the business that had this skill set so a new person had to be found.
How I found the candidate
The target candidate would be found in management consulting firms, or systems integrator firms, that focused on the mid market i.e. medium sized companies.
After a wide search of target companies, circa 60 potential candidates were approached, to assess interest and suitability for the role.
I then interviewed six candidates to ensure there was a strong fit for the role and, equally important, that the role was a fit for the candidate.
In addition to the technology skills and the transformation skills, I paid close attention to the interpersonal skills and the ability to deal with a large number of key stakeholders - all with varying agendas.
The client interviewed four candidates who were a strong fit for the role.
When the client had decided which candidate was the preferred choice, I negotiated the offer with the candidate on behalf of the client – this included salary and package that was satisfactory to both parties.
The successful candidate accepted the role and started shortly after.
What was the business impact?
The business impact was very positive. The appointed candidate successfully managed the transformation programme enabling the business to grow, and making a significant addition to the bottom line.
Client reference from the Head of Global Resourcing:
"Jonathan has recently worked for me on a particularly challenging Director level role which reported directly into our Chief Operating Officer. His responsive and prompt support, his deep knowledge and professional expertise and his integrity and patience made him a pleasure to work with. I will be using Jonathan again in the future and I would highly recommend him to other organisations. In pursuit of a challenging role in a difficult marketplace he made a significant and positive contribution to our organisation."