CLIENT: A Global Safety and Leadership consulting firm

EXECUTIVES: Full Executive Leadership Team


BUSINESS UNIT: Marketing

Executive Search Recruiting Challenge: Safety and Leadership Consulting Firm Senior Vice President of Marketing

The Situation

One of the most internationally respected Safety and Leadership Consulting firms retained Rice Cohen International to aid in the search for a Senior Marketing Executive. The organization had just acquired a company which doubled their size but neither company had someone qualified to lead their combined marketing efforts. This hire would be critical in rebranding the firm and aligning its new marketing strategy with the organization’s immediate and long-term goals.

Solution Implemented

We partnered with our client find out exactly what they were looking for and discovered this individual needed to work out of Corporate Headquarters, have experience managing marketing teams within the consulting and professional services space and have a track record of successfully designing and directing rebranding and marketing strategies. They also wanted someone who could identify evolving market trends and combine this with their newly created philosophy to create a new marketing strategy. The Rice Cohen International team compiled a Search Assignment Profile based on this collaboration and put together a list of companies to target. The team then went on to identify the top marketing executive at each of those firms, prioritizing individuals who would not require relocation. We reached out to every individual on that list and conducted behavior based interviews. Because this was a newly created role and the client wanted to see people with a variety of different types of backgrounds, we presented a short list of 8.

The Search Results

This Safety and Leadership Consulting firm felt they would most likely need to relocate someone but their preference was to find someone already living in the region. Of the 8 people presented, 4 lived in a commutable distance to Headquarters. The hiring manager did initial interviews with all 8 and felt the 4 local candidates were all qualified. We released the candidates that would require relocation and the local candidates went through a series of phone interviews. The executive team chose to invite two finalists for a final assessment. Both candidates passed the assessment but the team almost unanimously felt one was stronger than the other and chose to make an offer to that individual. The client was thrilled to find a local candidate who accepted their offer within 120 days of the searches start.