The challenge.

Chad Harrison International (CHI) was engaged in exploratory discussions with an Iberian-based building materials manufacturer to determine how best to support their talent acquisition efforts. The manufacturer, heavily backed by a private equity (PE) firm, was planning a transformational project to deploy its groundbreaking products across Europe. This project created a range of challenging and business-critical vacancies. Identifying the necessary talent in new territories for an international company can be complex, time-consuming, and financially costly, even when considering the opportunities and innovations the company can offer.

To address the challenge, a senior member of the company’s executive committee reached out to CHI to discuss how we could support their recruitment requirements. With no presence or network in any of the five key territories, the company required a global search partner, such as CHI, to utilise its expertise and industry networks to attract top talent in the relevant regions. One of the main hurdles was identifying and securing the right personnel from a scarce talent pool with sector-specific expertise and the willingness to “start from scratch” given the company’s stage of growth.

The solution.

The client agreed to collaborate with CHI on an exclusive basis across all key territories. Initially, CHI utilised proven research techniques to analyse the labour market in three of the five key regions. As the client was unsure about remuneration rates in these territories, our team established a fair salary range that met the client’s financial objectives while attracting best-in-class passive candidates. With the package established, our team proceeded to screen candidates and delivered a shortlist of relevant, qualified, and sought-after individuals—all within the first ten days of commencing the project. The interview process progressed smoothly, culminating in the appointment of a proven specialist to head up the business development function. This candidate’s experience matched all the relevant skill sets required and was an excellent cultural fit with the business.

In the second stage, we worked with the client to hire Key Account Managers (KAMs) in the remaining territories. After building a productive relationship, we endeavoured to complete the process quickly and efficiently, without compromising on the quality of personnel presented. As such, CHI provided the client with industry specialists capable of effectively establishing their presence in local markets. Following a thorough interview process, CHI swiftly moved to the offer stage. Additionally, CHI advised the client on legal and traditional frameworks, including social security, payroll solutions, holidays, and car allowances. This guidance allowed the client to accelerate the offer process and secure the desired candidates promptly.

The result.

Candidates were successfully onboarded at the company’s HQ in Iberia after completing a comprehensive training programme. Due to the high calibre of alternative candidates presented in the shortlist, the client went on to hire a second KAM in three of the new territories. Although the transformation project initially aimed for five hires, CHI supported eight successful placements, surpassing the client’s expectations.

Despite the challenges and minor setbacks encountered during the project, CHI filled 100% of the vacancies and delivered an experience that outperformed alternative global search firms previously engaged by the client. These firms had been criticised for their slow processes and lack of sector-specific knowledge, which ultimately hindered their ability to identify and secure the right personnel. Additionally, CHI achieved a 10% cost saving for the client and PE investor, who deemed the project excellent value given that each placement has already established significant pipelines of new business and revenue streams.

As a result of this successful project, CHI now provides exclusive services to the client in various geographical locations while retaining the agency’s 100% repeat customer rate from new clients acquired over the past two years. Furthermore, the additional market intelligence CHI has provided through this committed partnership has enabled the client to grow quickly and successfully in new regions, ahead of schedule and under budget.

The challenge.

Chad Harrison International (CHI) was in exploratory discussions with a high-profile, US-based glass manufacturer around how we could support their talent acquisition efforts. The company was going through a period of significant growth, accelerated by multiple acquisitions and extensive geographical expansion, creating a range of challenging and business-critical vacancies. Scaling headcount at senior level during a rapid growth phase is complex and challenging, regardless of a company’s position as a market leader within their field.

To address this issue, a senior executive within the company’s HR function, who’d worked with CHI in a previous role, reached out to our packaging division to discuss how we could support their recruitment requirements. However, there was reluctance from other key decision makers to commit to an upfront/retained model having had a poor experience with several alternative (and reputable) global search firms; they’d found the process to be slow and lacking in sector-specific knowledge, culminating in an inability to identify and secure the right personnel.

The solution.

To allay concerns around a retained model, we proposed a two-stage trial. In the first instance, CHI would deliver talent into two of the most time-sensitive requirements, across their sales and finance leadership team on a contingency basis, with exclusivity for a short timeframe. Our aim was to demonstrate the strength of our network and understanding of their market. Within days, our team identified shortlists of candidates who had the relevant technical and management experience, as well as a proven track record in ensuring that all commercial and financial objectives are met. With the clients support to turn around feedback and the interview process quickly, these initial assignments were filled in the opening month – the equivalent period it took their last retained specialist to reach shortlist stage.

In stage two, we worked with the client to identify their next three most important hires, and agreed a bespoke two part retained process with a sizeable upfront commitment. In return, the client received a reduction in the overall fee, as well as the flexibility to move the commencement to a second role should their priority change in this fast-moving circumstance. With an upfront commitment in place, we were also able to conduct additional market research, including competitor reward benchmarking and market perception of the business in these new geographical areas; information key to the continuing success of the growth in these new locations. The reduction in overall fee alongside a significant decrease in time to hire also gave the business the confidence needed to roll the process out across their remaining operational and senior leadership requirements.

The result.

We now work with this client on a 100% retained model and have access to all senior, operational and commercial appointments across their extensive North America operations.

Our bespoke retained model has enjoyed a 96% success rate with this client in the months that followed. What’s more, our closest competitor proposed charging 30% of package over a three-stage process, lasting anywhere from 12-20 weeks from taking the brief to onboarding the hire*, whereas CHI’s process saved them an average of £15,000 per hire, and reduced the time to hire to an average of five weeks. Over the next 10 hires, this represented a saving of £150,000 on recruitment spend, and considerable additional savings from a combined six-month reduction in hiring time and effort.

The additional market intel CHI have been able to provide from this committed partnership has allowed the business to grow quickly and successfully in new geographical locations, ahead of time, and under budget.

*based on a £120,000 base salary/£150,000 package

The challenge.

A ground-breaking start-up, developing cutting-edge technology within the automotive industry, needed to find a Managing Director for their European operation. This was a business-critical role requiring a specific background and knowledge base. The ideal person also needed to be trilingual, with global exposure. Due to the specific skillset required by the hiring company, this role had been open and unfilled for some time and there was now a high level of urgency due to the seniority of the position and the real risk of deadlines being missed across the European business. As with all start-ups, this could cause a significant knock-on effect as regards forecast and market confidence. As such, this assignment had to be completed quickly, efficiently and covertly.

The solution.

Chad Harrison International (CHI) conducted a retained search for a highly strategic, knowledge-based expert who had the required experience. This was carried out by employing true executive search methodology; working closely with senior executives and gaining a thorough understanding of the requirement of the role and capabilities needed. CHI then ran a fast-paced campaign, pulling out all stops to enable the role to be filled in the shortest possible timeframe. Our Future Mobility division allocated significant resources to ensure the standard of service was not compromised in any way, despite the short time-to-hire requirements.

The search comprised market mapping to target companies across multiple countries globally and drawing up a diverse pool of highly credible prospective candidates. Working in collaboration with the client’s HR Director, CHI identified a long list of suitable candidates. We then commenced a targeted headhunt on all preferred candidates based on credentials, salary requirements, and motivations. This created a shortlist comprising qualified and fully engaged candidates.

CHI coordinated a combination of face-to-face and virtual interviews in a multi-stage hiring process. The final stage was conducted in person with the CEO flying from the US to Europe. Other stages of the four-part process were conducted with the Global President of Vehicle Operations, the Group CFO and the VP for Vehicle Engineering.

The result.

By utilising our established network of connections and with complete visibility in the market, together with broad customer knowledge, we were able to produce a strong shortlist to present to our client within nine working days.

Following interviews, an offer was made to the first-choice candidate who accepted after a total of four weeks from the commencement of the assignment, with a start date agreed for three months later (in line with the individual’s notice period). CHI handled the offer presentation and negotiation stage to facilitate the smooth onboarding of the desired candidate. Their experience fit all the relevant skillsets our client required, as well as being an excellent cultural fit with the business.

This placement led to a close-knit working relationship between CHI and the client. As such, we have agreed on a long-term partnership covering North America and Europe.

The challenge.

Chad Harrison International (CHI) partnered with a global packaging distributor to recruit the new role of Sales Sustainability Manager. The company has been making good progress with regards to sustainability and ESG initiatives, but they lack a dedicated leader at a corporate level to further develop the strategy and take ownership for leading group-wide sustainability opportunities and requirements. Plus, this newly formed role would be responsible for conveying the value proposition of sustainable business practices to partners and clients in a time of accelerated emphasis and heightened scrutiny.  

Reporting to the Chief Sales Officer, the successful hire would need to be able to form a close working relationship, involving frequent consultation and collaboration, with the company’s CEO. The demand for analysts, strategists, and others knowledgeable about environmental, social, and governance across the corporate landscape has never been higher, making talent within this space hard to secure. What’s more, our client had short time-to-hire requirements and needed an individual in place within 10 weeks of retaining CHI for this assignment.

The solution.

CHI’s Packaging division proposed a retained search. Working in unison with the client, CHI reviewed a wide range of profiles from across the sustainability arena to establish key skills and capabilities required for the role. CHI then targeted organisations with mature and tenured sustainability functions and engaged the market by talking to Chief Sustainability Officers and business unit-level sustainability talent. Our sector specialists also spoke with commercial leaders to understand who they had enjoyed working with and felt would be capable of building strong, credible relationships quickly.

It was important to the client that they were able to see a breadth of profiles and we therefore presented candidates from a variety of backgrounds, all of which have expertise within the packaging sector. CHI delivered a strong final shortlist of four candidates within one week of commencement. All proposed candidates were deemed suitable (by the client) for interview. The multi-stage hiring process comprised three interviews, including a telephone interview, a panel interview, and an interview with the CEO. All interviews were conducted by senior management from the company’s HR and Sales functions. Two candidates successfully progressed to the final stage.

The result.

Following interviews, an offer was made to the first-choice candidate who accepted after a total of eight weeks, with a start date agreed for two months later (in line with the individual’s notice period). CHI handled the offer presentation and negotiation stage to facilitate the smooth onboarding of the desired candidate. Their experience fit all the relevant skill sets our client required as well as being an excellent cultural fit with the business. What’s more, the hired candidate was a passive job seeker, vindicating CHI’s retained search approach.

The search was a huge success which was made possible through various screenings on CHI’s side and close interactions with the client on market information and insights. This placement, amongst others, has led to a close-knit working relationship between CHI and the client; CHI has since received a number of new assignments, and our packaging division is actively seeking industry-leading talent from across the passive job seeker market to keep their business one step ahead of the competition in talent acquisition.