Filling a Senior Director Skill Gap

We provide the best-in-class when it comes to engineering excellence.

Challenge: 

The client was looking for a credible and knowledgeable search partner to help fill a crucial skill-set gap in their Senior Directors team. At the time, the client was working with approximately 30 different agencies on their national and international PSL. These agencies were not hitting the mark in terms of quality for this hiring requirement. In addition to this, the internal Talent team were experiencing difficulties managing the processes of the influx of prospective candidates from these suppliers. The client chose to partner with Spencer Ogden because of the market knowledge and understanding of very niche engineering skill-sets and sectors, as well as our attention to detail, credibility with Senior/Exec level candidates and commitment to service level. This is what sets us apart from our competitors.

Solution:

Spencer Ogden stepped in to eradicate the quality problem and set parameters around delivery timescales. The client needed to streamline the recruitment process from CV submission, selection and offer management along with treading carefully in what was a very small market, for the sake of confidentiality. Within five working days, we had headhunted four outstanding profiles, that matched the full criteria required, from their nearest Geotechnical and Environmental competitors in the market. The Spencer Ogden Asia Pacific team leveraged their global network of talent and expertise to assist with a range of issues facing the client. Sourcing and screening relevant talent, effectively overseeing all offers, full mobilization service and dedicated account management team. After three rounds of interviews and three weeks later, the offer went out and the candidate was hired.

Result

Three rounds of interviews took place and three weeks later, the offer went out and the candidate was hired. The project was delivered in budget and way ahead of the clients hiring schedule. Previously, they had not believed they could attract this level of talent and secure them in such a short space of time, making this a landmark assignment for both the client and Spencer Ogden.

Candidates contacted: 14
Candidate CV’s submitted: 4
Candidates interviewed: 4 (2 or more interviews each)
Candidates offered: 1
Candidates hired: 1