Head Office Manager
The Challenge : An expanding SME with annual growth over recent years in the 20%+ range, the Company had reached the point where the General Manager needed to move beyond the day to day administration functions , and focus on the key growth areas of Business Development and Customer Relationship management. After a strategic review of the organisation, it was agreed that a new role was required to overview the day to day operations, a person with a solid accounting understanding ( although not necessarily a qualified Accountant ), excellent commercial/ operational experience in a growing manufacturing environment, all supported by proven staff motivation and leadership skills.
The Outcome : Given that there was a very tight time line for the appointment imposed by the Client, it was agreed that the traditional “ advertised vacancy “ approach was the most appropriate method of identifying candidates. To ensure that a broad cross-section of candidates were received, the role was placed on several internet sites using different position titles, and slightly different skill sets. The result was the appointment of an Individual with significant commercial experience as a Business Change Agent, a person who was looking for the opportunity to move into a long term role in an organisation which offered good growth prospects.
Principal Geotechnical Engineer
The Challenge: To join a major Tasmanian mining operation, the objective was to identify an experienced senior Geotechnical Engineer with particular expertise in the design and implementation of pit wall stability strategies Experience should also include preparation of civil and environmental assessments, and in an ideal world, have the seniority and broad mining operations experience to step into the Mine Manager role as required. Relocation to Tasmania was another issue to be addressed as part of the selection process.
The Outcome: Recognising the limited pool of potential candidates, the chosen approach was a combination of the traditional executive search techniques using both our extensive Candidate Database and our network of industry professionals complimented by a selective advertising program. The result was the identification and resulting appointment of an experienced individual with a broad background covering geotechnical responsibilities specific to pit wall stability issues in a high rainfall environment. A person experienced in managing and mentoring the development of the Geotechnical team.
Director – Sales
The Challenge: A key role in the expanding Executive Team of a major international organisation which services the Australian Automotive industry, both the OEM sector and the retail industry supporting the consumer market within the Australian Automotive sector. With a focus on the strategic and operational direction of the Company’s sales activity, the objective was to identify candidates with a skill set to drive sustainable growth in both revenue and market share.
The Outcome: Very much a traditional Executive Search assignment which required a detailed evaluation of the Company’s competitors and identification of potential candidates. As with all Executive Search assignments, a review of our Candidate Database was also undertaken to identify individuals already known to us to support the findings of our competitor research, research being an integral part of every Executive Search assignment we undertake. The result was the identification and appointment of a person with a strong industry experience and knowledge base, a person who is looking for the opportunity to move into a key executive role. On this occasion the person was not already known to us, and was identified as part of the competitor research.
Manager – Human Resources
The Challenge: The creation of a new HR role, with a Division of a Global direct marketing organisation, the result of a decision to allow the Division to assume day-to-day responsibility for HR issues which until now had been provided by the Australian Corporate and the Regional (offshore) HR teams. The ideal person required a broad generalist HR background with experience in a retail/customer focused organisation, preferably with experience adapting and implementing appropriate Corporate HR policies.
The Outcome: Utilising an advertised approach to identify suitable candidates, maintaining client confidentiality at initial interview stage, we were able to attract a strong response although the majority of applicants fell short in terms of their breadth of HR experience. Fortunately we had received several extremely relevant candidates resulting in the appointment of a well qualified individual with a solid retail/customer service background which has proven to be an excellent appointment for both the client and the candidate.
Director – Centre of Sustainability
The Challenge: The role was a key one, managing the research Centre of Sustainability within a leading Australian University. As the focus was on the diverse field of sustainability within the natural resources sector, the role called for a person with a sound academic track record to meet the hiring criteria of the University, together with firsthand experience working within the mining and exploration business area, ideally with an established network of contacts within the Australian natural resources sector.
The Outcome: A very narrow brief, the process undertaken included a global review of University Mining Schools, identifying those with established research centres that worked closely with the major global mining houses. At the same time as initiating an extensive advertising program in relevant industry journals and publications, an intensive research program was put in place to identify persons recognised by industry peers as being potential candidates. The preparedness to relocate to Australia, if not already a resident here, added an additional selection criteria to be satisfied. The successful outcome of this assignment has been the appointment of a candidate with a strong academic background matched with a prior employment history with major international mining houses who had operations in Australia, ensuring a ready network of contacts as potential clients for the Research Centre.
Lead Engineer – Embedded Systems
The Challenge: To identify a person with a track record in software development, specifically including a passion for robotics and remote controlled vehicles. Because the client was developing a product with a direct maritime application, one selection criteria included a recreational background in sailing, an added dimension to the assignment.
The Outcome: A traditional approach was adopted including appropriately worded advertising placement, supported by a review of our candidate database to identify individuals with a history in ocean going sailing and experience in the development of remote control robotics. The result was the identification and subsequent placement of a candidate with a successful track record in the robotics environment matched with an extensive sailing history.
WA Regional Manager – Auto Sector
The Challenge: Internal promotion created the need to identify a person with proven experience managing a salesforce and developing sales strategy. With the responsibility encompassing both new vehicle and aftersales volume market share targets, it was essential that the candidates came from within the automotive sector.
The Outcome: A combined approach using print/internet media advertising, together with a review of our extensive candidate database was initiated. The outcome was the appointment of a candidate with an in depth industry knowledge, with a sound track record within the WA automotive space, a candidate who was looking for the opportunity to work with a major automotive manufacturer with a commitment to expanding their presence in the WA market.
Senior Manager – Human Resources
The Challenge: Reporting to Director level, the role carried human resources responsibility for this major retailing organisation with a network of company owned and licensed distributors across Australia. The client was specifically seeking to appoint a person who had this organisational experience without prior experience in their specific areas of business. The objective was to deliver a revitalised human resources approach, moving away from the traditional approach normally adopted in their industry sector.
The Outcome: To maintain confidentiality and to identify candidates who would not normally be prepared to make a change into an unrelated industry, we undertook an extensive functional research approach supported by an in depth review of candidates already in our Candidate Database. The result was the appointment of an individual with significant human resources experience in organisations with a strong service industry focus, organisations with strong import and distribution networks, and organisations that operated with significant capital city and regional centre representation. An ideal background, without direct experience in our clients business sector the appointee has been able to bring a revitalised approach to the human resources programs.
Consultant – Dealer Business Development
The Challenge: A global leader in the automotive business sector, our client asked us to identify a Melbourne based person to drive business development within their national dealer network, a person with a strong customer service focus and well developed influencing skills, the ability to work with major dealers and small independent service providers.
As the ideal candidate should already be working within our client’s sphere of business, we utilised the advertised selection approach, placing carefully worded advertisements in a number of industry publications. At the same time we identified a number of potential candidates already known to us through our Candidate Database.
The Outcome: The result was the appointment of the degree qualified candidate with a significant background in dealer development, a career path that had evolved from an initial background in education, providing well developed interpersonal and communication skills.
Director – Sales
The Challenge: Reporting to the CEO of the Australian operations, our brief was to identify a person with an outstanding track record with a major Australian OEM business. A person with a background in strategic sales management, a background which included the development, maintenance and ongoing enhancement of a network of both company and independently owned retail outlets.
The Outcome: Once again, our proven approach of combining strategically placed advertisements in relevant industry publications, matched with a direct approach to individuals identified through indepth research of like organisations, produced the desired result. In this instance, the appointed candidate had the additional benefit of being able to bring significant international experience in the relevant OEM industry sector, which resulted in a very satisfied client.
Director – Dealer Network Development
The Challenge: Whilst conducting another assignment for the client company, we were advised that there was the potential need for an executive level candidate with the experience to work alongside the existing management team, to create and develop strategies to improve the market presence and by association, the sales volume, for an international consumer product organisation committed to achieving an increased percentage of the Australian market.
The Outcome: In the course of the candidate identification process for the initial assignment, we were able to identify a senior executive who was ideally suited to the role. Having operated at CEO level for a number of years, the candidate was now looking for an opportunity to utilise his extensive industry knowledge and management/motivational skills without the demands of another CEO level role – an ideal fit from both perspectives with the candidate moving into a role which had the potential to offer a high level of job satisfaction and a client company who was able to gain the direct benefit from bringing in an experienced CEO in an advisory role which did not in any way impede the career development prospects for existing members of the management team.
WA Manager – Aftersales Focus
The Challenge: To identify the person to join the restructured regional management team of a leading International passenger vehicle manufacturer, to be based in Perth. The role required a solid background in dealer/retailer/licensee relationship management. A passion for business development matched with the skills to motivate and mentor the members of the dealer network to continually improve customer satisfaction levels was a key experience requirement.
The Outcome: Our proven strategy of utilising a combination of print and electronic media, together with our extensive candidate database, proved to be a successful formula. Recently returning to full-time employment after completing an MBA, the appointed candidate had an excellent track record in the management of retail and wholesale networks within WA. Experience working with distributors to develop business improvement outcomes was a significant component of his career history.
State Manager – Victoria & Tasmania
The Challenge: Reporting to the National Sales Director, our brief was to identify candidates with a successful track record in managing and developing sales strategy and positive dealer relationships – a person not comfortable with simply maintaining the status quo.
The Outcome: Using our proven methodology for assignment success, a combination of print media advertising and our extensive candidate database, we were able to achieve the appointment of a well qualified individual. A person with the ability to meet the challenges of this role, and at the same time, demonstrate the potential for further advancement with the client company in the future.
General Manager – Commercial Vehicles
The Challenge: To identify a senior General Manager with a solid track record in the Australian commercial vehicle sector, ideally with experience which includes full profit and loss responsibility. A wholesaler/manufacturer background with an established track brand was preferred by the client.
The Outcome: Confidentiality was important for this assignment, the client being concerned not to flag to the industry the intro of a new product range within the Australian market. An extensive research programme with the addition of suitable candidates already known to us, resulted in the appointment of a seasoned professional with substantial commercial vehicle experience at a general management level supported by a well developed profit and lost competencies.
Director Environment – Middle East
The Challenge: A key role with responsibility for leading the introduction of the modern world approach to environment and sustainability with a major Middle Eastern resources company. Apart from the critical tertiary qualifications requirements of the role and the need for substantial hands on experience in a similar role within the exploration and mining industry, an additional consideration on this occasion was the need to identify candidates familiar with and comfortable with working in a Muslim society and workplace.
The Outcome: A detailed review of mining and resource industry related companies with operations in Muslim countries, and contact with persons already known to us in those organisations, identified a number of potential candidates. At the same time contact was made with other suitably qualified persons already in our candidate database. The position was also listed on several industry/function specific employment boards. The result was the appointment of a suitably qualified senior resources industry professional with five plus years experience working and living in a Muslim dominated society. A marriage status residential appointment, this meant the spouse had a firsthand understanding of living in such a society.
NSW Regional Manager – Auto Sector
The Challenge: Internal promotion had created an opportunity for a person experienced in dealer operations and profitability, with a proven ability to maximise customer traffic and the resultant sales volume. Formal tertiary qualifications were preferred to maximise the career development opportunities within this national organisation for the successful candidate.
The Outcome: A strategy to utilise both print media advertising and our candidate database was put in place, resulting in the appointment of a tertiary qualified candidate with an extensive career path spanning finance, retail and wholesale sectors all within the auto industry in Australia.
State Manager – Dealer Network Management
The Challenge: An international leader in the auto industry, the assignment was to identify an individual to maintain a world class dealer network. Expanded performance management plans were to be delivered working with the dealer principals, requiring an experienced candidate with a thorough understanding of the workings of dealerships. With organisation restructuring still to be confirmed once a replacement had been identified, the assignment required absolute confidentiality. The traditional executive search approach was adopted with non-disclosure agreements required for shortlisted candidates.
The Outcome: An extensive research programme was initiated to support the candidates already known to us through our extensive database. The high profile of the client company matched with the opportunity to drive an already highly successful dealer network, resulted in the appointment of a candidate with significant dealer management experience and the in-depth knowledge of the local market.
Regional Manager – Western Australia
The Challenge: An expanding national organisation with a growing presence in WA, the assignment was to identify an experienced automotive industry person, ideally with a track record confirming the ability to develop and manage sales strategies relative to achieving increased vehicle and aftersales volumes.
The Outcome: The client agreed with our recommendation to use the advertised selection approach, with client branding being included firstly because the company is an employer of choice, and secondly to openly confirm to the market the company’s commitment to expanding their WA presence. This approach was very successful with the identification and appointment of an experienced auto industry professional already established in the WA market.
Business Development Manager – Industry Super Fund
The Challenge: A role requiring a contribution of strategic business development focus matched with a sound understanding of what both employers and their employees look for and expect from superannuation funds.
The Outcome: A selective advertising program to identify potential candidates was used as was our candidate database, resulting an excellent shortlist of candidates, providing the client with several options after the initial round of client/candidate interviews. The result was the successful matching of client requirements with the career development opportunities being sought by the candidate.
New Position – Executive General Manager – Operations – Coal Mining
The Challenge: A critical role in the growth plans for the client company. The brief was very specific. In an ideal world the perfect candidate would have significant operations management experience in the open pit coal mining sector, supported by sound technical competence and previous responsibility for driving major capital works/mine development projects involving the Truck and Shovel mining method.
The Outcome: A very thorough assessment of the open pit coal mining industry, and a detailed analysis of candidates already known to us on our database, resulted in the identification and subsequent appointment of a candidate who matched the brief perfectly, including already being based in Brisbane, the location of this role. A combination of thorough market assessment with that extra bit of good luck and good timing that is so often part of a successful executive search assignment.