aka, Case Studies...
We've pulled together some of our success stories from times we've helped businesses with urgent hires, specific requirements and other big decisions.
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Recruitment Manager - Jodie Hayden
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FP&A + 2 add on roles - Harry McCaffrey
- HR Manager - Caterina Glenn
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x3 Interim Bilingual Accountant's
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Perm Finance Director - Miles Gallagher
- x5 Niche HR specialists - Lucy-Emma Heath-Turrall
- Interim Year-End Accountant - Zoe Jones
- Credit Risk Manager - Keeley Hamblin
- Accounts Payable Specialist - Harry McCaffrey
CASE STUDY ONE
Recruitment Manager
Brief
This position was a sensitive and confidential recruit as it was to replace an existing employee, still working at the time. The client was looking for someone with a specific recruitment background in healthcare, and niche experience.
The Process
A team was arranged with the hiring manager to take the brief. We delved into the sort of person they were looking for as well as the skills and experience required for the role. The client wasn't sure if they needed a more senior candidate or a junior candidate, so we looked at the role at 2 levels.
The role was kept confidential to all candidates until we were told the current Recruitment Manager was no longer employed. We were vague but also made sure we got the correct information from candidates about their experience. We conducted a niche search on LinkedIn to find the best talent for our client and make it easier to make a shortlist.
After the brief we set a follow up meeting 4 days later to discuss the CVs we sourced.
The Result
We presented junior and senior candidates as the client requested. After seeing both levels the client decided the best fit was senior. We successfully booked in several interviews and after 3 stages, our client was happy with an amazing candidate and offered them the job. The client was very happy with how we handled the niche confidential role and will be coming back if they needed any additional support.
CASE STUDY TWO
FP&A + two add on roles
The Brief
The internal recruitment team at a large transport systems business was struggling with an FP&A Analyst position. We were given the role exclusively to recruit.
The Process
A meeting was arranged with the recruitment manager to discuss the role. They'd had the position for a couple of weeks and decided to hand it over to finance specialist recruiter as the bulk of their roles are not in that department so didn't have suitable candidate pools. After taking the brief and planning timelines, two further roles were released to us by the business. Transparency was key but the agreed shortlist timelines were met and meetings with all the hiring managers took place to run over the roles, and additionally to discuss the candidates. We got the role in on a Monday and had a shortlist by EOP Wednesday.
The Result
All 3 roles were filled within 3 weeks, and a new temporary role was then passed to us (which we successfully filled). Both the recruitment manager and hiring managers were happy with the ease of process and the relevancy of the candidates that were sent across. They are now an ongoing established client.
CASE STUDY THREE
HR Manager
The Brief
This position was critical hire into the business, replacing someone who was retiring and had been an integral part of both the business and the leadership team.
The Process
We were invited on site to meet with the MD and current person in situ to tender for the role alongside other agencies. We were then successfully chosen to deal with the role exclusively, having already been on site and understanding the business, their requirements, and the type of skills and person required for the role, we began looking at how to identify the right calibre of candidate.
We used LinkedIn recruiter to proactively approach people alongside our database and established network. We met with candidates and in some cases re-interviewed candidates that we had previously met to ensure a full briefing of the role was given and we were focused on their skills and background relevant to this specific role.
The Result
We presented a shortlist of candidates for first stage interview and then proceeded to schedule and arrange second interviews. Feedback was taken at each point in the process and candidates updated accordingly. The client moved to making an offer to one of the candidates and both were exceptionally excited about the prospect of them joining the business and being playing a crucial role in the business moving forwards.
CASE STUDY FOUR
x3 Interim Accountant's: Bilingual
The Brief:
We were instructed by her very valued client, a large ‘Blue-Chip’ retail business, that they required three interim, Spanish/Italian/French speaking Qualified Accountants, that had used their respective GAAPs as well as US GAAP. The business had experienced a substantial amount of growth and required regional accountants, to manage the ledgers of the said countries. The roles required contractors that could start immediately, as the business was nearing Year End, which made the search somewhat more challenging, but we were up for the challenge.
The Process:
We visited the client to understand their instruction and the type of person that would thrive in the business. We wanted to really grasp what was important to the client when hiring someone during such an imperative time and how the successful candidates would fit in to the already very established team. We began by reaching out to our network and got referrals from line managers, that had worked with native language speaking accountants who would recommend them based on their work ethic and standard. We then got in touch with the referrals and within 3 days had a shortlist prepared for her client.
The Result:
We placed 4 qualified accountants, Italian, French x 2 and Spanish speaking accountants, who had all used their respective GAAPs along with US GAAP, within a week of the brief being given to us. The client liked two of the French Accountants so much, they couldn’t decide between the two and ended up hiring both. The client was very happy with the outcome and now use the business on an exclusive basis, as we were able to provide them with a good quality shortlist, with a very quick turnaround, taking the pain out of an urgent recruitment process.
CASE STUDY FIVE
Finance Director
Background
An impressive SME with growth plans for the future including further investment and growth in the APAC and South African markets. With an established business already dealing with 150 clients and working with the majority of the biggest pharmaceutical business it gained investment from Investec which shows the ongoing plans the business has are a sound investment. The business had a strategy for continued growth with a view to a 5-7 year plan that could include options such as an Exit, IPO or trade sale.
Brief
A very much “hands on” and strategic Financial Director role responsible for the management of the Finance function together with IT and HR departments. With the impending ERP implementation there were other projects that the individual would be involved with and take responsibility for running. Salary indicated was £100,000 - £120,000 range dependant on the level of the individual.
We established the person would need a wide range of skills and experiences including:
- Well-developed commercial acumen
- Effective communicator especially with non-financial stakeholders
- Able to build and maintain trusted relationships
- Good team management skills
- Happy to stand up and be counted and able to defend their corner
- Diplomatic individual who listens to senior management and offers solutions in an inclusive way and brings on board changes with the buy in of management
- Ambitious to add significant value personally
- An ability and background of improving processing and solve issues
- Historical experience of working with Senior Management / Stake Holders / CEO levels
- International experience
- Understanding of US and international Tax
- Experience and understanding of factoring agreements
- Ideally previously experience of a transaction/exit
- ERP systems implementation experience
Methodology
After meeting we assisted in writing the job specification with the CEO of the business.
We started by contacting our extensive network, utilising this both directly for candidates but also referrals. Wade Macdonald have been successfully recruiting finance professionals in the area for 30 years and we have compiled an extensive data base of candidates. We undertook a traditional headhunt approach using traditional methods of advertising and more technology-based options such as LinkedIn Recruiter which allowed to target specific people based on their profiles.
Initially we engaged with c200 people, identify a long list of 50, met the most appropriate 10 candidates face to face and submitted a shortlist of 5 people who best fit the job brief and be the right personality fit for the business.
Timescales
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Week 1 - Formalise job description and commenced search
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End of Week 2 - Deliver CV Shortlist
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Week 3 - 1st interview stage
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Week 4 - 2nd interview stage
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Week 5 - Final interview and offer
The Result
Both the client and the candidate were exceptionally pleased with the process especially as it could have been complicated by lock-downs. The process which they initially anticipated was a long and drawn out one, but became a much more simple and structured one allowing then to them to also be able to do their normal day to day jobs.
18 months in and both people appointed into the roles are very happy with their decisions to move and enjoying life in their new positions. The business is also continuing its growth strategy and now feels it has a structure within Senior Management that will not only support that growth but also be instrumental in driving the direction of the growth as the business moves forwards.
CASE STUDY SIX
x5 niche HR specialists
The Brief:
A high-end IT business asked us to recruit a team of 5 niche HR Specialists to carry out a highly confidential change and restructure project for their Head Office in Berkshire. They had very specific candidate and skillset requirements. All 5 positions were contract roles which narrowed down the pool of candidates, making the process trickier.
The Process:
After a detailed briefing with the client, we reached out to existing networks, and also utilised LinkedIn Recruiter and our CRM – full of data and contacts from 30+ years in business.
The Result:
All the roles were filled quite quickly, ensuring the process was seamless, efficient and enjoyable too! The client was extremely satisfied and happy as to how quickly we managed the whole process and the placed candidates have already made real impact within the business.
CASE STUDY SEVEN
Interim Year-End Accountant
The Brief
Wade Macdonald was asked by the Senior Business Partner of a large organisation based in the Thames Valley, to assist in the recruitment of a Year-End Accountant. The role was urgent and needed to be filled within days. The finance team were under extraordinary pressure, and it looked like they were going to miss vital deadlines.
The Process
Zoe spent half an hour taking an in-depth brief over the phone and due to the proactive work that she does daily, was already able to talk through specific candidates with the client. Zoe explained that for urgent requirements we offer a ‘working interview’ to our clients. In short this means that the candidate starts with the client and if they have a good first day then they continue with the assignment. Should they not perform well, then we would pay the candidate with no charge to the client.
The client agreed to let Zoe choose who she thought was best for the role and a candidate started the next day. Zoe had already taken references on the candidate.
The Result
The client was delighted with the speed of service and the quality of the candidate provided. The role was initially 3½ months but after the candidate finished the assignment, they were moved onto another project due to the success with the Year-End Accountant role.
Following on from this piece of recruitment the client has subsequently taken more finance contingent workers through Wade Macdonald and worked with our HR division.
CASE STUDY EIGHT
Credit Risk Manager
The Brief
The client had been trying to recruit this specialist role for a couple of months through their internal recruitment team. The position was brand new, and they required a candidate with specific expertise to fulfil the role.
The Process
The role was initially discussed over the phone whilst reviewing the job specification. A meeting over teams was arranged for the following day to explore the position in greater detail. Keeley used LinkedIn, our database and Reed to start sourcing candidates.
She presented 3 initial CVs and engaged in a more in-depth conversation about the role to fully understand the client's needs, why the role was created, and the team environment. Afterward, the candidates submitted were asked specific questions to pass on to the client. There were 3 additional candidates sourced at request of the client. The following day, all 6 CV's and their answers were put forward to the client.
The Result
Keeley successfully arranged initial Teams interviews for all six candidates with the line manager and internal recruiter. Following the first stage, two candidates were selected for second-stage face-to-face interviews.
I met with the client via Teams to discuss the feedback, and an offer was made to one of the candidates. The offer was accepted, and we have continued follow-up calls to ensure both the client and the candidate are satisfied with the outcome, maintaining ongoing communication with both parties.
CASE STUDY NINE
Accounts Payable Specialist
The Brief
An EMEA Accounts Payable Specialist role came up in the Finance team at an international business due to retirement. The client needed someone to come in and process invoices and also pick up a new system due to a integration scheduled to take place before the end of the year.
The Process
A colleague had a role on through the Finance Manager. They referred the Accounts Payable Manager to Harry as the business had an additional role. This particular role had been with their internal team and they were not providing CVs of interest. The client don't often use agencies due to company policy, however got sign off due to existing recruitment via the Finance Manager.
Harry met with the client via teams and ran over the role and team structure. They set out a clear plan on applications and timescales for interviews. We sent 4 candidates, all of which were invited to a first stage interview. Every interview went well, and the manager wanted to bring them all back for final, but decided on 2. This was a quick turnaround.
The Result
The chosen candidate was presented, interviewed and offered within 2 weeks. This process showed the benefits to using an agency and we received very positive feedback on the suitability and relevance of all candidates to the role - finding people that would not disrupt the settled team.