We approach all our projects with a scientific method identifying and approaching all of the suitable senior talent within the industry with a view to identifying the top 10% of people who can enhance and strengthen your business.

To this end we set a number of targets right from the beginning:

• Identifying key indicators along the way such as the total size of the talent pool, the number of formal approaches we have made and the progress of long lists and shortlists;
• A focussed programme with a clear timescale agreed right from the start with key milestones and targets hit along the way;
• We keep you informed every step of the way and provide regular project updates on feedback from the market, possible obstacles and how to overcome them and coaching to secure the best talent to strengthen your business.

Commercial Manager Case Study

The Role: Commercial Manager for the midlands region of a nationally recognised main contractor.

The brief: To source a Commercial Management professional for a Design & Build contractor operating across the midlands in the higher value projects range of £10M+. Overseeing the Commercial functions of the business encompassing all Surveying, Estimating and Procurement aspects of the business and with particular emphasis on gaining the company a competitive edge in the bid management and tendering process.

The outcome: After extensive research we were able to identify a select number of candidates who could all perform the responsibilities of the Commercial Manager function. However knowing our client in depth and in conjunction with undertaking extensive pre-selection methodology we were able to identify a shortlist of the three best employees in the industry with the ability to really influence a company's growth and aspirations.

Regional Director Case Study

The Role: Regional Director for a main contractor operating across a number of offices in the South West

The brief: A sensitive position conducted with the utmost discretion and confidence and forming the basis of the company's broader succession plan. To enhance their service offering and explore new markets for to spearhead a regional office in the South West.

The outcome: This was a challenging role given the importance of the role to both the short and long term affects of selecting the best talent available. By networking and identifying a large number of candidates both currently in role and those top performers with the ambition and drive to succeed we were able to identify a talented individual operating within a similar role with a slightly smaller organisation who was looking for a company that could match his own ambitions.

Managing Estimator Case Study

The Role: Managing Estimator – Traditional and D&B

The brief: Managing Estimator to lead an Estimating team of 6 for a regional building contractor with a turnover of circa £50M pa operating with the Traditional and D&B market in East Anglia.

The outcome: We identified the core niche market and narrowed our search down to a select number of talented individuals within direct competitors. By presenting and marketing this opportunity directly to individuals who were not actively looking for a change, we were able to achieve a very high level of interest and therefore quickly identify a shortlist of the top 10% of people who could fulfil the client's brief. Ultimately a successful search and selection process was concluded in just 6 weeks including the candidate's 1 month notice period!