Case Studies
Group Head of IT Security
Case Studies
Overview
Our client, a major FTSE 250 corporation who provides sustainability solutions for the water, ventilation and climate industries, was faced with a significant challenge when they were forced to part company with an employee who held a critical position within the organisation.
Challenge
Jurupa were contacted by the CIO of the organisation who indicated that finding a suitable replacement candidate was imperative.
The position in question was for a Group Head of IT Security – a key position within the IT department of the organisation, holding significant responsibilities around information security techniques and practices, compliance cyber security standards as well as procedures and programs for the group and its subsidiaries.
Solution
In order to ensure visibility of the very best available talent, a full and comprehensive mapping of the addressable market was undertaken following a detailed briefing meeting which aimed to uncover all of the hidden nuances contained within this person’s remit.
The senior stakeholders were updated in real time on a weekly basis whilst qualitative data was shared to provide useful market insights.
Outcome
After all of the addressable market was scoured and suitable candidates taken through a comprehensive screening process, our client had the luxury of choosing from a stellar field of candidates.
The individual who was successful in the process made a tremendous impact within days of joining the organisation and received excellent feedback from the CIO at the end of their first week in the role.
Results
108
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
