TALENT PIPELINING
Planning for Growth
Client
A leading international payments solutions group
Sector
Payments | Technology | FinTech
Scope
Succession Planning
Location
Europe
The Context
Our client, a leading international payments solutions group, head-quartered in Europe, was on a significant growth trajectory.
New investors wanted to benchmark members of the current executive team, against the strongest profiles in the market, as they planned for the next phase of the company’s development.
This was a highly confidential assignment.
The roles included:
– Chief Product Officer
– Chief Technology Officer
– Chief Risk Officer
– Chief Commercial Officer
– Managing Director MEA
It was essential that candidates had best-in-class strategic experience, a growth mind-set and a track record of scaling businesses to achieve high growth in international markets.
Our Solution
An Executive Talent Pipelining search was scoped to target senior leaders globally.
Focussing on the required experience and domain expertise across the roles, our team of Talent Research professionals’ completed a comprehensive Talent Mapping exercise targeting FinTech, payments, technology and hi-tec companies.
We created an evidence-based view of the strongest profiles, including insight on geographic locations and diversity ratios.
In order to pipeline the strongest profiles in the market, the highest levels of discretion were used to professionally approach individuals of interest.
The Outcome
We delivered a comprehensive report detailing the candidate pipelines and talent insight against each role.
The client was able to understand and benchmark the strongest profiles in the market against the existing executive team.
This succession pipelining fed into short and medium-term succession plans.
The strength of a number of the candidates presented led to two of the pipelines switching into live search assignments, ultimately leading to the appointment of a new Chief Product Officer and Managing Director MEA.
The fees for this Executive Talent Pipelining, including the two hires, were the equivalent of a single assignment fee from a traditional executive search firm.
CASE STUDY
Talent Pipelining
Client
A Leading International Payments Solutions Group
Sector
Payments | Technology | FinTech
Scope
Succession Planning
Location
Europe
The Challenge
Our client, a leading international payments solutions group, head-quartered in Europe, was on a significant growth trajectory.
New investors wanted to benchmark members of the current executive team, against the strongest profiles in the market, as they planned for the next phase of the company’s development. This was a highly confidential assignment.
The roles included:
– Chief Product Officer
– Chief Technology Officer
– Chief Risk Officer
– Chief Commercial Officer
– Managing Director MEA
It was essential that candidates had best-in-class strategic experience, a growth mind-set and a track record of scaling businesses to achieve high growth in international markets.
Our Solution
An Executive Talent Pipelining search was scoped to target senior leaders globally.
Focussing on the required experience and domain expertise across the roles, our team of Talent Research professionals’ completed a comprehensive Talent Mapping exercise targeting FinTech, payments, technology and hi-tec companies.
We created an evidence-based view of the strongest profiles, including insight on geographic locations and diversity ratios.
In order to pipeline the strongest profiles in the market, the highest levels of discretion were used to professionally approach individuals of interest.
The Outcome
We delivered a comprehensive report detailing the candidate pipelines and talent insight against each role.
The client was able to understand and benchmark the strongest profiles in the market against the existing executive team.
This succession pipelining fed into short and medium-term succession plans.
The strength of a number of the candidates presented led to two of the pipelines switching into live search assignments, ultimately leading to the appointment of a new Chief Product Officer and Managing Director MEA.
The fees for this Executive Talent Pipelining, including the two hires, were the equivalent of a single assignment fee from a traditional executive search firm.
