Case Studies
General Counsel
Case Studies
Overview
When a leading US provider of M&A deal advisory services began crafting plans to expand their business internationally into the UK, they approached Jurupa to discuss a series of key executive hiring mandates as part of their wider strategic workforce planning.
Challenge
In order to be able to successfully navigate the complex UK regulatory landscape post Brexit, our client required assistance in crafting a highly nuanced narrative in order to identify the right calibre of talent for a unique requirement.
The candidate sought had to be comfortable with effectively performing a dual role, namely serving as both a de facto Head of Compliance and a General Counsel outside of the US entity.
Solution
Jurupa’s approach in this situation was to pay special attention to crafting a selection of competency-based questions (both behavioural and functional) which aimed to elicit insightful answers from the talent pool and assist in refining our wider long list into a carefully selected group of top percentile candidates to take through to the final interview process.
Outcome
From an exceptionally strong shortlist, our client selected and secured their first-choice candidate, who went on to make an instant and positive impact on the fledgling business unit, lending gravitas and credibility to the European leadership team as they navigated a successful launch and application process with the UK regulator.
Results
42
Candidates
2
Finalists
4
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
