Case Studies

csr

Client – Over Delivering

Our client was a FTSE 250 Financial Services. A strong brand name, high growth environment, but growth has outpaced the organisations ability to put in place strong succession planning.

Role

BrethertonDay were hired to provide succession at Business Head level in a technical and mission critical area for the business. The role had all of the elements of a leadership role, but needed the technical knowledge for delivery and regulatory needs.

Search Process

Partner lead (not research or associate lead), the full market was mapped and every potential hire was approached by the Partner leading the assignment. The validation was done on number levels, the technical competency, leadership qualities and the potential to be upwardly mobile.

Outcome

Resulting from the strength of the final shortlist, the client was able to satisfy a couple of their talent requirements which lead to multiple hires. This provided a solution for both the immediate needs and helped secure succession for the future.

Client – International Reach

Our client was a $9 billion company seeking to drive growth in the international markets. Having tentatively tried utilising their own internal management, they realised that their lack of knowledge outside of their domestic market was a considerably limiting factor and therefore needed to build an international leadership team.

Role

BrethertonDay was engaged to support the development of the leadership team in the international markets over a period of two years. The needs spanned multiple countries and multiple divisions, taking into consideration local business demands and cultures.

Search Process

In discussion with our client we identified ‘companies they most wanted to emulate’ and those with a track record mapped across the geographies. Pending the specific talent and business priorities, the approach to the target individuals was a moving feast, but Partner lead (not researcher or associate lead).

Outcome

Over the last two/three years our client has grown by $5b predominantly due to their international expansion. Significant business traction can be attributed directly to the leaders put in place to grow the business, inclusive of multi-billion contracts being won.

Client – Flexibility and client centricity

Our client in the telecommunications and infrastructure segment, raised VC investment to accelerate their growth plans and to support their strategic growth. A relatively juvenile business with little meat on the bone, and in a highly specific segment, the companies limiting factor was talent.

Role

The client approach BrethertonDay with a handful of executive roles and a number of mission critical roles i.e. highly technical individuals that are finite in the market and need to be headhunted. BrethertonDay built a retained structure to provide for multiple roles in an ‘Umbrella’ agreement in order to provide for the client’s needs and give the right level of flexibility without requirement for multiple retainer fees.

Search Process

Because of the nature of this process and business needs, a broader talent population was mapped and approached. Partner lead (not research or associate lead) each candidate was approached, developed and validated against the Clients needs. Groups of individuals were shortlisted according to priority and business needs.

Outcome

With the financing firmly in the bank, the business has now been able to execute their strategy and not only been successful in gaining market share, but has broaden its service capability as scale permits, alongside knowledge and experience. In addition they are able to forward plan, knowing that there is a constant pipeline of potential hires over the coming three months.

Client – The Impossible

A European Investment Bank was going through a substantial period of change and systems transition. The required an individual to Programme Manage the substantial investment in technology whilst ensuring the ‘business as usual’ status was maintained,

The Role

The client had exhausted their usual routes to market for candidate attraction. They had not received a single appropriate response to a large European media campaign. Their internal executive talent team had failed to identify a single suitable candidate and no one in the business had any suitable contacts on their professional networks. Realising that the market was finite and the technology exacting in its requirements, they approached BrethertonDay.

Search Process

BrethertonDay used their extensive network within the Fintech market to identify suitable candidates through direct referral and recommendation. It became obvious very early on there were only a very small number of candidates with suitable skills and back ground based in the UK. It was therefore crucial that every contact with a candidate delivered a balanced and clear message regarding the company and position and was efficient and professional. BrethertonDay worked closely with the client to determine what was being presented to this very limited audience to ensure the best outcome.

 

Outcome

All of the potential candidates in the UK were spoken to and a shortlist of 4 were presented to the business. Our client found it extremely difficult to choose between the final two candidates due to their suitability and fit to the role. A choice was made and a candidate was offered and accepted the position.