Client Background
Our client is an ISO 9001 and ISO 27001-certified technology solutions provider. With an employee base of 160, the company helps its enterprise clients across New England manage their critical technology environments successfully.
The Brief
The client had become a self-sustaining, economically profitable business. The President and Owner wanted to marshal resources to herald the company into its next stage of growth. This involved appointing a Chief People Officer to focus inward to develop and execute HR strategies that support the overall business objective of doubling revenues in a 5-year period.
Skip to our search methodology to find out how we engaged with our client, sourced candidates, assessed them and delivered this assignment.
The Results
Reporting to President & CEO, over a two-year period, the Chief People Officer established and executed people strategy and HR practices fostering a positive culture of collaboration, accountability, inclusion, and innovation. She led the delivery of HR services and strategic initiatives across all aspects of the employee lifecycle including talent acquisition, learning and development, total rewards, culture & engagement, performance management and retention.
Looking to partner with us for your executive search requirements?
Fill out our form and we will be in touch.
Search Methodology
Engagement
The President had no in-house recruitment resources, nor did he find successful candidates through his and his own network. Page Executive was referred to him by our former client, a managing partner of a large regional accounting practice.
Upon introduction, Page Executive met with the President to whom we presented our search capabilities and track record for CHRO and CPO roles. Impressed with our credentials, we were commissioned the search assignment.
Sourcing
To develop an in-depth understanding of the role, and the ideal candidate, Page Executive carried out on-site interviews with the key stakeholders such as the CFO, COO and Head of Sales, in addition to the President.
The President was looking for candidates from blue-chip companies with 1,000+ employees to build the HR function from the ground up, impact culture change, and introduce HR best practice frameworks for an employee base that was largely comprised of off-site technicians. Based on our guidance on salaries, a competitive compensation package was built to secure the successful candidate.
Leveraging our team of researchers, we tapped into our database and networks for referrals and reviewed applications from our online marketing campaign to promote the role. The outreach helped us map out senior HR talent with 12+ years of management experience in large blue-chip organizations, within a commutable range.
Assessment
Candidates were assessed against the search criteria through a rigorous interview with competency-based questions. Candidates who checked the boxes and demonstrated a keen interest in moving to an organization where they could have more of an impact, progressed onto the shortlist.
Delivery
We submitted a shortlist of six candidates to the President who conducted video interviews with each of them. Four candidates progressed to the second round of on-site interviews with the President, CFO, COO, and Head of Sales.
Throughout the process we stayed in close contact with the President and senior leadership as well as the candidates to ensure speed and transparency of the hiring process. The President was impressed with the quality of candidates we presented, and an offer was made to the successful applicant.
Related links
Our Consultants
Insights