Case Studies
Head of Customer Success APAC
Case Studies
Overview
Our client, a US software company who develops a suite of lifecycle price optimisation software for retailers, was seeking to hire a figurehead in Australia to service their growing client base in the APAC region.
At the time of our initial discussions with the company, they had no physical presence in the region and were looking at building out their operation there.
Challenge
A combination of difficulties presented themselves in the form of significant differences in time zones, making the process of identifying and engaging with candidates in Australia itself particularly challenging.
Our client also confessed to a lack of market knowledge across APAC and sought our counsel on compensation benchmarking data in order to maintain an attractive employee value proposition in a region where their brand was little known.
Solution
By conducting a pre-search exercise in gathering live comp & bens data specific to the needs of our client’s requirements, we were able to present live and accurate quantitative data that reliably informed our client’s budgeting processes.
We then took great care to mirror the expectations we had gathered from the talent pool on what their employers of choice ought to be offering in terms of career prospects and the ability to grow professionally.
Outcome
The talent pool that we built out on behalf of our client showcased the entire addressable market on offer and crucially served to assist the client in determining what good looked like as well as what they clearly didn’t want in respect of building their initial team in Australia.
Advantageously, the talent pool we provided enabled us to identify future sequenced hires in the form of emerging talent whom we were able to nurture over a period of 9 months for a nominal fee. Ultimately, the talent pool supplied our client with their first 4 members of the team in APAC.
Results
112
Candidates
4
Finalists
5
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
