The challenge

Our partner needed to appoint a new project development manager due to the current incumbent leaving after several years. This role was second in command to the head of operations, so ensuring consistency in the calibre of candidate was critical. We had previously placed another project development manager within the team, and so, based upon our previous performance, we were asked to oversee this recruitment process. The timelines were tight, with the current employee starting a three-month notice period and the partner requesting at least a month’s overlap to ensure a smooth handover. We also had to ensure that the replacement candidate was able to emulate the company culture and values embodied by the leaving employee.

The solution

We were engaged on a retained search basis. This meant we offered a dedicated, expert project team, who had an extensive network of suitable and qualified candidates. Firstly, we established timelines, working backwards from the proposed leaving date to create a tight schedule. We reached out to our existing networks and advertised in partnership with them on their website as well as our own. Our partner had requested 4 candidates for final interview and provided the 2 days on which they could be conducted; this meant we had a short window in which to create an initial shortlist and conduct telephone interviews. In total, we conducted 9 telephone interviews over 2 days. This consisted of a thorough screening process, during which references were also collected. This meant that the final 4 presented to stakeholders were of the highest quality and relevance for the role.

The outcome

The board were extremely impressed with all 4 final candidates, and one was successfully hired

This project was conducted within a 4-week period, from initial conversations through to offer being made

The project solidified our relationship with our partner, who told us that they had found a recruitment partner they could trust completely