The Challenge: Finding the right candidate for a company
with rapidly changing needs
The Position: VP Sales for a communications company
- The client company assigned Executive Search to find its new
VP of Sales. The company identified a need for a candidate with
business development and marketing experience
- Mid-way through the process, the customer's needs shifted; the
company discovered that its new VP would require experience in
sales and in creating sales strategies within its markets.
- Discussions with both the client and potential candidates resulted
in the final profile. Not only did the client company need its
VP of Sales to have experience in sales activities in its relevant
markets, but also, experience in building sales activities where
no previous infrastructure had existed.
- As two final candidates were identified and began the interview
process, the client company initiated changes in its management
structure that altered the status of the future VP of Sales in
the company hierarchy, further complicating the decision process.
When the company decided to make an offer to one of the candidates,
Executive Search conducted a meeting with the candidate to align
- At this meeting, the candidate presented an additional offer
he had received from a competing company. Executive Search, familiar
with the players and state of affairs in the industry, persuaded
the candidate that it was in his best interest to accept the position
offered by the client company.
The candidate successfully made the jump from his previous "director"
position to being VP of Sales. The client company gained a valuable
asset, a VP who brought to his position hands-on sales experience
and significant added value in the target market.
This case illustrates Executive Search's:
- High-level of cooperation with both client companies and candidates
- Ability to find candidates who meet the changing needs of its
- Perseverance in working with the candidate throughout the process
- Deep understanding of the markets and of related issues of
importance to potential candidates
- Ability to successfully recruit even a candidate who received
an alternative offer late in the process
Case Study #2
The Challenge: Finding a candidate with an unusual blend
of skills and experience
The Position: FAE for a semiconductor company
- After eight long months seeking its FAE through other means,
the client company turned to Executive Search to find a candidate
with the specific technological expertise in Analog/Power it required.
The appropriate candidate needed to have the high-level expertise
expected for the development and maintenance of a knowledge base;
however, the role was not in the development area but, rather,
in interfacing with the company’s customers, a role requiring
an entirely different set of skills.
- After a thorough review of possible resources, two general
candidate profiles emerged: 1) candidates with a highly technical
background but with no experience and/or interest in dealing with
customer relations, and 2) candidates with significant experience
working with customers but little or no expertise in the specific
technological area required by the client company. It became Executive
Search’s mission to find a candidate who combined both specific
technological expertise and customer relations acumen.
- Within a month, Executive Search identified, not one but, two
candidates combining Analog/Power experience, high-level customer
relations skills and excellent marketing potential.
- The client company selected and hired one of the candidates,
accomplishing within a month and a half with Executive Search
what it had been unable to do in eight months by other means.
The candidate gained the opportunity to enter the world of marketing,
to work directly with customers and to join a well-established company.
The company found an appropriate, high-quality candidate in a relatively
short period of time.
The company continues to report a high level of satisfaction with
this valuable employee and has even requested that Executive Search
recruit another candidate with a similar profile for an additional
This case illustrates Executive Search's:
- High-level of attention devoted to the needs of both client
companies and candidates
- Ability to find appropriate candidates even in situations in
which the pool of candidates is very limited.
- Expertise in locating candidates with the right combination
of experience and professional and personal characteristics both
for the specific role and for successful integration into the