Retained Search.
RETAINED SEARCH
CASE STUDIES
How we collaborate with our clients.
CONTEXT
Our client was a long-established authority in leadership advisory, with year on year revenue and headcount growth since entering the European market over a decade ago. We were recommended to the regional managing partner by an existing company VP, who tasked us with conducting an executive search for a Partner to focus on leadership assessment, development and coaching, along with contributing to further commercial growth.
CHALLENGE
The organization had begun to consider internal succession plans, ongoing revenue growth ambitions and the need for C-suite experienced talent to consult to their blue chip clients. This was a crucial hire to enable all these key initiatives to get off the ground. Due to candidate scarcity, existing networks run dry and a lower awareness of their brand in the European market, this meant they needed our expertise, candidate reach and robust search and assessment process to identify their new Partner.
THE SOLUTION
We conducted a deep dive briefing with the managing partner, agreeing the parameters of the search, the EVP and the message to take to market. We identified all candidates that fitted within the agreed criteria, systematically approaching them one by one, raising awareness of the brand, generating real interest and explaining what the opportunity could offer to potential incumbents. Out of 150 candidates, we presented a suitable and assessed longlist of 10, beginning the clients own assessment process which lead to a successful hire.
THE OUTCOME
A female Partner was hired from a director competitor, bringing with her a wealth of knowledge, a cultural add offering fresh perspective, over a decade of consulting experience and industry side expert roles, as well as the network of senior contacts, commercial prowess and C-suite ready consulting track record. Within 3 months they had captured new revenue opportunities and delivered high margin projects, building their internal personal brand for increased collaboration.
CONTEXT
Our client was an international construction and engineering advisory firm, with a long, rich history and a head count of circa 1500 people. They had been developing centres of excellence in their HR function including a head of learning, leadership & inclusion, with a blend of responsibilities including team management and board level advisory. Having previously hired the Head of Talent, we were re-engaged to lead a search for this 14-month maternity cover with a need for a fast turnaround.
CHALLENGE
The current role holder was imminently heading on maternity leave, which meant we needed someone available to start quickly, local to their Greater London offices, with ability to travel to other sites and aligned to the already existing headcount costs. This gave us a tight time frame as well as a smaller candidate pool from a geography, skills and budget point of view.
THE SOLUTION
We took a full briefing with the current role holder and Global HR Director, understanding the role specifics, team priorities and organisational context. In addition, we advised on areas that may require flexibility or slight compromise in the search. Within 3 days, we had identified all suitable candidates in the specified area, generating interest and assessing against the brief, ensuring alignment on all logistics too. At this point we presented 6 candidates, prioritising those available or with short notice periods with the right skills and experience – challenging the client to meet with those from similar industries, or completely outside industry.
THE OUTCOME
After the client conducted their interview process, a candidate from the longlist was selected from outside industry due to their breadth and depth of experience, board level credibility, exposure to comparable environments and sectors as well as availability, locality, ability to travel and alignment to budget. After 6 months, the HR Director noted their contribution had been large, building relationships and making impact right across the business.
CONTEXT
Our client was an international PE backed consultancy serving major corporates globally with assessment, leadership and talent services. After a period of growth and increased client market share, they had exhausted their own networks and struggled with the next phase of scaling their expert teams with experienced hires.
CHALLENGE
Candidate scarcity across the niche talent and leadership consulting hires had resulted in project staffing issues, potential for employee burnout and turnover risk. We were tasked with speeding up the hiring process, to identify, engage and hire experts.
THE SOLUTION
We consulted the client on some of the attraction challenges, refreshing the EVP, go-to-market message and made suitable adjustments to enhance their appeal. We systematically mapped the market of talent for each assignment, generating interest and buy in, enabling the client to select from strong longlists of qualified, interested and assessed candidates.
THE OUTCOME
We have now successfully hired 34 experts over a 3 year period, some individual hires and some as part of multi hire assignments. This has enabled more billable time to clients, increased profitability as well as improving client experience. The additional hires also freed up leadership team members’ time, eased strains on existing team members reducing burnout and turnover risks.
FIGURES
Measured in numbers.
COLLABORATION
Our clients.
100%
Successful delivery on searches (FY 23/24)
75%
Of clients used us more than once
58%
Successful candidates identify as female
20.5%
From underrepresented groups
OUR SPECIALIST AREAS OF SEARCH
Learning & Development
Talent
Leadership
ED&I
Organizational Development & Culture
Talent & Leadership Consulting