Client background
Since 1923, our client has established itself as a leader in construction, specializing in a wide range of services including utility construction, mechanical construction, general contracting, and design-build projects.
The brief
The company was looking for the right candidate to replace their soon-to-retire CFO. The candidate would have to seamlessly transition into the role leading the accounting team and be a trusted partner to the executive leadership team.
Skip to our search methodology to find out how we engaged with our client, sourced candidates, assessed them and delivered this assignment.
The results
The successful applicant came with an excellent finance leadership track record within the construction sector and was adept through prior experience at navigating the generational transition with family leaders.
From commencing search to the offer acceptance, we filled the CFO role within just 10 months. This is testament to the long-term relationships we at Page Executive nurture with our clients and candidates across North America, and our commitment to delivering high service standards, uncompromising on quality despite the time constraints.
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Search methodology
Engagement
The executive search agency hired by our client failed to identify the suitable candidates for the CFO role and did not display a sense of urgency to complete the assignment.
Having had a successful partnership with our sister brand Michael Page to hire their Safety Director and Project Manager, our client reached out to us at Page Executive to lead this urgent CFO search on an exclusive, contingent basis.
Considering the urgency-to-hire and their negative experience with the previous search firm, we knew time was of the essence and endeavoured to run a seamless process.
Our key stakeholders through this hiring process were the company’s Chairman, CEO, COO, President, CFO (who was retiring), HR Director, additional owners and Non-Executive Board Directors.
Sourcing
There were several aspects that made this a challenging search: this was a 5-days-a-week onsite role and Worcester did not have many similar-sized construction firms whose talent could be tapped. Working for a privately held, family- owned construction company has its own working dynamics as well. The company was in a period of succession planning and development for the family leadership in the company so the ideal CFO candidate would be one with prior experience with this situation (although not essential).
While we advertised the job across our owned and paid recruitment media channels to attract active candidates, our inhouse research team conducted an extensive market mapping exercise and our Associate Partner, Christopher Knight who was the lead on this assignment, tapped into his network within the Construction Financial Management Association (CFMA). Chris also leveraged the connections of his colleagues, Page Executive’s Principals and Partners across the U.S. who engage regularly with candidates who’ve been our clients and vice versa thereby creating a vast network to tap into to identify the right CFO.
Delivery
The multi-pronged search effort resulted in 30 candidates who were pre-screened against the technical and soft skills required for the role. From the shortlist of 12 candidates, the client interviewed 5 of them to arrive on 2 finalists. Collaborating all through the interview stages with the HR Director, an offer was extended to the successful candidate.
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