Case Studies
CTO Search EMEA
Case Studies
Overview
Our client, a long-established provider of secure mobile communication solutions to the enterprise came to us with a challenging mandate.
They were looking to recruit a European CTO from within their industry who would be required to base themselves out of a legacy office in a remote corner of Denmark.
Challenge
The existing talent pool within Denmark itself was already relatively small given the specific technical and domain requirements asked for in the search criteria.
Concessions were sought in the form of both remote and hybrid working, telecommuting and even the possibility of relocation for the right individual. None of these proposals were without issues however and so Jurupa were asked to adopt a lateral approach in thinking creatively to arrive at the best available solution.
Solution
Our initial approach was to map out a list of target companies in the form of competitors, market entrants and organisations with complementing sub-divisions in related areas. We also considered which organisations ought to be avoided and asked our client why.
From engaging in rigorous fact-finding sessions with each stakeholder and understanding their individual perspectives and drivers, we built up a refined picture of who could realistically be approached about the opportunity.
Outcome
We set clear expectations with both the limited talent pool and our client that those candidates who went through our process and were QIA (qualified, interested and available) were in fact the best available options on the market at that time, save for any modifications that might be allowed to widen the scope of our search parameters.
In conclusion, we arrived at a final shortlist of 3 candidates, all of them highly capable and motivated to join our client – the candidate who joined the organisation delivered a highly positive impact to the European business and went on to become a long-standing employee of the business.
Results
89
Candidates
4
Finalists
6
Shortlisted
1
Appointed
Journey
Project team kick-off meeting
- WEEK 1: The delivery team will are fully briefed on the scope of work, SLA and job profile
Project recruitment phases
- WEEK 2: Thorough research involving regional / global talent mapping
Search & selection
- WEEK 3: Discreetly approach high level, prospective candidates. Gauge initial levels of interest
Preliminary candidate interviews
- WEEK 4: Preliminary interviews including competency-based questionnaire
Longlist presentation
- Present client with an honest candidate appraisal and perception report
Search execution plan
Candidate shortlisting
- WEEK 5: Re-appraisal and requalification of candidates, followed by selection of candidates for interview
Interview
- WEEKS 6 & 7: Ensure the interview schedule is adhered to
Offer management
- WEEK 8: Agree remuneration, offer and present to successful candidate. Address all concerns and issues to ensure a smooth process
Acceptance & notice period
- Address counter offer scenario to ensure candidate’s commitment
Project feedback
- Upon completion of assignment – review the process and discuss next steps
