CLIENT: Global HR Consultancy

EXECUTIVES: Practice Leadership


BUSINESS UNIT: Talent Management

Executive Search Recruiting Challenge: North America Business Leader-Talent Management

The Situation

After a large restructuring, our client assessed their current staff and recognized a need to bring someone in from the outside to be the new Senior Vice President Head of Talent Consulting. This was a very critical position and time sensitive as the client chose to leave the position open instead of putting someone in place to lead in the interim. After comparing several executive search firms, our client chose Rice Cohen International based on our comprehensive 25 step process, and our reputation as the largest search team in the world specializing in the talent management and human capital vertical. The behind the scenes changes occurring within our client’s internal structure made Rice Cohen International teams a vital resource in filling this position. Our team gained a thorough understanding of the qualifications for the model candidate and familiarized themselves with our client’s culture.

Solution Implemented

By collaborating with the leaders and CEO of our client organization, we were able to understand the ideal profile, what the individual would be responsible for, the types of backgrounds they could come from, and the ideal companies to recruit from. Due to the seniority of the position the search was led by one of our partners who was hands on in interviewing every single candidate we sourced.

The Search Results

A unique skillset was critical to the role and the research team searched for candidates with the perfect combination of experience and expertise. By doing this they were able to source a number of candidates who, at least on paper, seemed qualified for the position. We networked with every top talent subject matter expert in the space and proactively reached out to every candidate our research team sourced. After extensive interviews we presented 7 total candidates to the company CEO who did the initial phone interviews. Our client chose to put 5 candidates through an additional series of phone interviews and they then narrowed the list to 2 finalists. These two individuals then met with the CEO in person, completed an assessment, and put together an Action Plan. Within sixty seven days of starting this search, an individual who had been with their firm for 16 years resigned and started with our client as the new Senior Vice President Head of Talent Consulting. He immediately made a major impact and Rice Cohen was soon awarded another senior level search to conduct.