Case Study #1
The Challenge: Finding the right candidate for a company with rapidly changing needs
The Position: VP Sales for a communications company

The Process:

• The client company assigned Executive Search to find its new VP of Sales. The company identified a need for a candidate with business development and marketing experience
• Mid-way through the process, the customer's needs shifted; the company discovered that its new VP would require experience in sales and in creating sales strategies within its markets.
• Discussions with both the client and potential candidates resulted in the final profile. Not only did the client company need its VP of Sales to have experience in sales activities in its relevant markets, but also, experience in building sales activities where no previous infrastructure had existed.
• As two final candidates were identified and began the interview process, the client company initiated changes in its management structure that altered the status of the future VP of Sales in the company hierarchy, further complicating the decision process. When the company decided to make an offer to one of the candidates, Executive Search conducted a meeting with the candidate to align expectations.
• At this meeting, the candidate presented an additional offer he had received from a competing company. Executive Search, familiar with the players and state of affairs in the industry, persuaded the candidate that it was in his best interest to accept the position offered by the client company.

The Results:
The candidate successfully made the jump from his previous "director" position to being VP of Sales. The client company gained a valuable asset, a VP who brought to his position hands-on sales experience and significant added value in the target market.

The Point:
This case illustrates Executive Search's:

• High-level of cooperation with both client companies and candidates
• Ability to find candidates who meet the changing needs of its client companies
• Perseverance in working with the candidate throughout the process
• Deep understanding of the markets and of related issues of importance to potential candidates
• Ability to successfully recruit even a candidate who received an alternative offer late in the process

Case Study #2
The Challenge: Finding a candidate with an unusual blend of skills and experience
The Position: FAE for a semiconductor company

The Process:

• After eight long months seeking its FAE through other means, the client company turned to Executive Search to find a candidate with the specific technological expertise in Analog/Power it required. The appropriate candidate needed to have the high-level expertise expected for the development and maintenance of a knowledge base; however, the role was not in the development area but, rather, in interfacing with the company’s customers, a role requiring an entirely different set of skills.
• After a thorough review of possible resources, two general candidate profiles emerged: 1) candidates with a highly technical background but with no experience and/or interest in dealing with customer relations, and 2) candidates with significant experience working with customers but little or no expertise in the specific technological area required by the client company. It became Executive Search’s mission to find a candidate who combined both specific technological expertise and customer relations acumen.
• Within a month, Executive Search identified, not one but, two candidates combining Analog/Power experience, high-level customer relations skills and excellent marketing potential.
• The client company selected and hired one of the candidates, accomplishing within a month and a half with Executive Search what it had been unable to do in eight months by other means.

The Results:
The candidate gained the opportunity to enter the world of marketing, to work directly with customers and to join a well-established company. The company found an appropriate, high-quality candidate in a relatively short period of time.
The company continues to report a high level of satisfaction with this valuable employee and has even requested that Executive Search recruit another candidate with a similar profile for an additional position.

The Point:
This case illustrates Executive Search's:

• High-level of attention devoted to the needs of both client companies and candidates
• Ability to find appropriate candidates even in situations in which the pool of candidates is very limited.
• Expertise in locating candidates with the right combination of experience and professional and personal characteristics both for the specific role and for successful integration into the company culture