Putting the right process in place

The client invested a third of the fee upfront, which meant we needed to guarantee we’d find the right person. To do this, we needed one of our directors at the helm – somebody who knows the market inside out, has a valuable network of suitable candidates and knows how to engage with and attract scarce talent at executive level.

One of our directors with 26 years in recruitment – specifically in the IT sector headhunting C-Suite candidates globally – took on the project, created a process that placed the majority of the hiring tasks in our hands and simplified the parts that Zühlke needed to be involved in.

Shortlisting and interviews

It was decided by the client that we could offer a guaranteed interview to candidates in our final shortlist. The pressure was on! We had to get this right. And the selection process was a long string of interviews and meetings, so we had to ensure the candidates were well looked after throughout.

After many discussions with hundreds of potential candidates from across the country we created a final shortlist of 12 who went through to first stage interviews. 5 were selected for second stage interviews and the final selected candidate who was offered (and accepted!) went through 7 meetings in total with multiple stakeholders across the business.