Chief Executive Officer with Learning and Development Expertise – Human Capital & Performance Improvement Firm

CLIENT: A Human Capital Consulting and Performance Improvement firm EXECUTIVES: Board of Directors
BUSINESS UNIT: C-Suite

Recruiting Challenge: Chief Executive Officer with Learning and Development Expertise

Rice Cohen International
Client Stories

The Situation

Rice Cohen International was approached by a Private Equity Firm investing in the learning and consulting space to find a new Chief Executive Officer with Learning and Development espertise for a company they owned. This new CEO would be working with a well-known learning and training firm specializing in the areas of Learning and Development, Management Consulting, and Performance Technologies. It was urgent that the client secure the right leader as the company was undergoing a company-wide reorganization. At the start of the search it was not yet announced to the staff that the interim CEO would be stepping into a new role so confidentiality was crucial.

The position required candidates who were well versed in the learning and training industry, had strong leadership and business development skills, and prior experience leading a turnaround.

Solution Implemented

We worked with the company’s Chief HR Officer and leadership from the Private Equity Firm that owned the company to strategize on the ideal profile for the new CEO. In an effort to attract the right candidate quickly, the Rice Cohen International team began with our proven 25 Step Process and contacted our vast network of leaders within the industry. By proactively recruiting the top talent from a targeted list of companies within the learning and training industry we interviewed 47 qualified candidates. A short list of the five most qualified candidates was presented to the firm’s two hiring managers. Together, they narrowed it down to 2 finalists.

The Search Results

The two finalists met with partners from the Private Equity firm that owned our client firm. An announcement was then made internally and the candidate of choice then met with the team. Upon completion of the final meetings we negotiated an offer and received a verbal acceptance. The firm was in urgent need of permanent leadership capable of spearheading the turnaround envisioned. Within forty-five days of initiating the search the new CEO was successfully hired with a start date on the calendar.