Client Background
Our client offers its customers comfortable, durable pain-relief wearables, infused with copper and crafted with innovation. The company was founded in 2010, has close to 50 employees, and generates annual revenues between $10-50M. Already an existing client of our sister brand Michael Page's Finance recruitment team, the company’s CEO and CFO were referred to Page Executive when they were looking to hire a VP of eCommerce and Marketing.
Brief
The company was established in 2010 with a retail strategy focused on the direct-to-consumer (D2C) market. By 2018, the company wanted to reach a larger customer base by expanding with a wholesale model. This expansion was led by the Media and Analytics Director, who eventually parted ways with the business. By early 2022, the CEO and CFO decided to hire a leader seasoned in eCommerce and digital marketing with eCommerce and CPG. This is where the Page Executive team stepped in.
Skip to our search methodology pertaining to this assignment and find out how we engaged, sourced, assessed and delivered.
Results
The selected candidate was a marketing leader from the CPG sector, with 25 years of experience. He has had a positive experience working at the company so far and enjoys a good working relationship with the CEO and the rest of the board.
Having had successful recruitment collaborations with Michael Page and now Page Executive, the CEO referred us to another company recruiting for a similar role. This case study demonstrates our ability as an executive search firm to headhunt leaders with precision and speed.
Our Search Methodology
Engagement
Page Executive’s Consumer Goods and Retail Practice leader partnered with primarily the CFO and CEO throughout the hiring process. As the CFO was also set to depart the company, the CEO relied on our proactiveness and expertise to source the right candidate and drive the recruitment process forward with speed.
Sourcing
Page Executive used multiple tactics to attract applications and enlist interest from relevant candidates: we advertised the role on our website, the team reached out to its executive-level candidates in the database, and, considering the role was required to be largely office-based, a LinkedIn Recruiter license was also used to specifically target relevant talent based within easy travel distance of the office headquarters.
Assessment
Apart from the hard skills and industry expertise needed, Page Executive vetted candidates for their personality, track record on tenure, their experience operating within teams, and their ability to operate within an atypical corporate structure and deliver within the environment of a small family-owned company. A longlist of 15 candidates was delivered to the CEO, of which 11 progressed onto the shortlist. As the company is private equity-funded, the final 2 candidates were interviewed by the owning company.
Delivery
One of the two finalists were finally selected by the owning company, the company CEO, and the board. An attractive offer was made and was accepted by the candidate, with Page Executive convincing the company to be more flexible with a hybrid work arrangement for the role.
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