Case Study: Exclusive Recruitment of 5 Interim Finance Roles for a Leading Oxfordshire Engineering Organisation

Consultant: Gareth Jenkins

Background

A leading engineering organisation in Oxfordshire undergoing a transformative change programme partnered exclusively with Wade Macdonald to recruit five senior interim finance professionals over a three-month period. Under a newly appointed CEO, the organisation embarked on an ambitious restructuring initiative that included:

  • A major systems implementation.
  • A significant CapEx programme.
  • Overhauling central cost structures to align with strategic goals.

The interim roles were pivotal to driving the transformation forward and included:

  • Group Financial Controller (Group FC): A newly created leadership position to provide strategic financial oversight and governance.
  • Systems Accountant: To ensure the successful implementation of financial systems and process standardisation.
  • Finance Business Partner – Technical (FBP): To address complex financial reporting and ensure compliance with regulatory requirements.
  • Finance Business Partner – Central Costs (FBP): To optimise central cost structures and manage cost visibility.
  • Finance Business Partner – CapEx Projects (FBP): To oversee financial governance and reporting for critical capital expenditure initiatives.

These roles were essential to ensuring the success of the organisation’s change programme, requiring professionals with proven expertise, strong leadership capabilities, and the ability to deliver in a high-pressure environment.

Methodology

Given the exclusivity of the assignment, Gareth employed a structured, collaborative, and thorough recruitment process:

  • Consultation and Briefing: Gareth conducted detailed consultations with key stakeholders to understand the technical, strategic, and cultural requirements of each role. A week was then allocated for identifying and assessing the best candidates in the market.
  • Comprehensive Search: While Wade Macdonald’s extensive interim network provided a strong foundation, Gareth also conducted a detailed market search to ensure no stone was left unturned in finding the best candidates.
  • Screening Process: Candidates were rigorously evaluated using a blend of competency-based and skills-focused interview questions to ensure they aligned with the organisation’s needs.
  • Shortlisting and Interview Management: Gareth curated a shortlist of the top four candidates for each position, leveraging his deep understanding of the client’s requirements. First interviews were scheduled during the second week of the process, with final presentations typically taking place at the beginning of week three, followed promptly by offers.

 

Outcome

Over the three-month period, all five roles were successfully filled, with candidates who not only met but exceeded the client’s expectations. These interim professionals integrated seamlessly into the organisation, delivering immediate impact and playing a critical role in driving the success of the change programme.