The challenge.
Chad Harrison International (CHI) was approached by a UK-based print management company to hire a Business Development Director as part of their global scale-up and expansion. Reporting to the Global Sales Director, this was a newly created role to support the growth of the business as part of the senior management team. The role has a large mandate to build a book of business within the marketing/creative services space. As the company isn’t well known or widely established within the sector, gaining candidate buy-in was a challenge, heightened by the tight time-to-hire requirement.
The solution.
Headed up by Gemma Hughes, Associate Director of Print and Multichannel Marketing, CHI presented multiple recruitment solutions to the client who gave us their full commitment to the hire, engaging on an exclusive basis. CHI searched for a high-quality, commercially minded individual who is both innovative and bottom-line drive. Within one week, CHI provided a refined shortlist of potential candidates attained through our extensive networks within the sector. All individuals were thoroughly vetted, highly rated, and would fit in with the culture of the business.
CHI delivered a strong shortlist of six candidates within two weeks of commencement. One candidate was rejected at face value due to the number of career changes made during their last two years of employment. All changes were justified or unfortunate and were mostly a result of client acquisitions. Our team felt strongly that the candidate was credible and possessed a highly relevant background and skillset. To support our recommendation, CHI obtained several references to further support the candidate’s application.
The result.
The client interviewed three individuals from the shortlist, including the initially rejected candidate based on the strength of their supporting references. Upon first stage completion, two candidates were shortlisted to present to the board, one of which was the previously mentioned candidate.
The final stage was a further face-to-face interview with the Managing Director. The successful hire was the candidate originally deemed unsuitable and has since proven to be a key recruit and integral part of the company’s ambitious growth plans. The candidate was in position within six weeks.