Executive Search Recruiting Challenge: Performance Improvement & Talent Manangement Consulting, Senior Vice President of Clients (SVP, Sales)
Rice Cohen International
Our client started their organization abroad and we been partnering with them over the past 3 years to help them build their national sales team. During this time the sales team had grown to 3 Regional Managers (reporting directly into the president) and over 20 individual contributors. At this point they decided that to continue at the pace they were at they needed to hire someone to lead this sales team and continue to drive growth in the Americas.
By partnering with our client to understand their needs and culture we were able to understand they did not want to hire from a competitor. They were thinking outside the box when it came to their ideal profile. Our research team came in and compiled a unique Search Assignment Profile and Targeted Company List from that first conversation. From here our executive consultants began proactively reaching out to each name on the list and getting the top candidates confirmed to speak with the client. Once the client had interviewed 4 candidates who all matched the profile, it became clear to them that the the profile they envisioned was not going to be right for this role. After brainstorming with the client our research team compiled a new Search Assignment Profile and Targeted Company list. From this new list our executive consultants began reaching out again, this time presenting five total candidates based on the new profile.
The Search Results
The Rice Cohen International team continued to search for new talent as we presented candidates. Each week on our calls the 3rd candidate presented for the new profile continued to move through the hiring process, setting the bar for the others in the process. This individual was invited to our client’s headquarters to meet with the CEO and President and present an action plan for how he would grow the company. The CEO and President made a verbal offer to this individual, and then scheduled a time for him to speak with the rest of the leadership team in an effort to speed up his onboarding process. This individual was a top performer with his former company for 17 years so our executive consultants also coached him around the resignation process and receiving a counteroffer. He resigned and did not even entertain the counter offer. Both our client and the candidate feel like they found the perfect match.