Key results:
Challenge: promoting the employer brand with speed and tact.
New product offerings and strategic acquisitions enabled a global technology solutions provider to pursue previously unattainable clients and contracts. To succeed would require an overhaul of its sales and finance operations — specifically, visionary leaders across a diverse set of skills who could drive cultural change and align with its future vision.
After engaging us as its recruitment process outsourcing (RPO) provider, the client worked with us to determine that eight team members across seven hard-to-fill role types would be needed to meet its growth objectives. They had to address three primary challenges to secure the talent they needed:
Competing for top-tier software sales leaders.
Acting quickly to fill high-demand finance roles.
Elevating the company’s financial analysis capabilities to support business growth meant attracting high-demand finance leadership roles in an accelerated timeframe, including a VP of financial planning and analysis (FP&A), a finance operations VP, two directors of FP&A, and a director of finance and accounting.
Driving change with tact and diplomacy.
Navigating rapid change meant identifying leaders capable of driving this transformation with tact and diplomacy. This was crucial to ensuring positive growth without disruption and facilitating sustainable progress.
Solution: refining strategies to target high-value hybrid skillsets.
Our executive search solution positioned the client as an employer of choice to attract top-tier executive candidates with technical, sales, finance, and leadership knowledge. We achieved this through the following steps:
Understanding client needs.
Our process began with comprehensive consultations to understand the client’s requirements, challenges and growth objectives, and organizational culture. This effort included defining qualities that constituted an ideal candidate aligned with their values and ethos.
Refining the value proposition.
Using this knowledge, we refined the client’s value proposition to target accomplished software sales leaders and forward-thinking finance professionals skilled in strategic planning and team development.
Tailored recruitment strategies.
We deployed personalized recruitment strategies (e.g., optimized job descriptions, market analysis, consultation on salary competitiveness, and targeted candidate outreach) alongside traditional talent search methods. By maintaining open communication channels, we provided real-time updates on strategy developments and candidate feedback.
Incorporating market intelligence.
Upon expanding the partnership to an enterprise-wide program, we incorporated market intelligence into ongoing advisory sessions using our proprietary Sevayo® data integration and analytics platform, ensuring our approach remained agile and informed by industry trends.
Result: timely hires across eight hard-to-fill executive roles.
- A 60% reduction in time-to-fill against industry averages: ranging from 29 days to three months, versus accepted averages of four to six months for executive directors and above
- A 39% reduction in total cost-per-hire against industry averages: showcasing the efficiency and cost-effectiveness of partnering with us over traditional retained search firms
- 4 VP-level placements: including placing all needed executives across sales and finance
- On-time corporate strategy results: providing the leadership presence to sustain momentum toward the client’s growth objectives with rapid turnaround and timely quality hires
- Change readiness for future hires: establishing baseline culture and company knowledge needed to execute future hiring needs at director and VP levels
This content was originally published by Sevenstep. Kelly® acquired Motion Recruitment Partners, including its talent acquisition brand Sevenstep, and integrated Sevenstep within its KellyOCG® business.
