The Challenge:
Due to rapid growth and a number of acquisitions, a global supply chain organisation knew that it would need a number of Country CEO’s to take responsibility of key assets in Africa and the Middle East. It was anticipated that some of these roles would be filled by internal candidates but it wasn’t clear who was going to fit in which location and where any subsequent gaps might appear that would require backfilling.
Rather than wait to see where the vacancies emerged and then commission separate searches for each position, the company decided to be proactive and asked Succession Research to create a Talent Pipeline of CEO candidates.
The Solution:
We mapped the global market to identify CEO calibre candidates with experience of working in Africa or the Middle East and then engaged with those individuals to assess their levels of interest in hearing about leadership opportunities in the region with our client. We gathered intelligence and data about the candidates including location preferences and salary expectations that would enable our client to re-approach them when the time was right with a well-positioned and compelling opportunity.
The Outcome:
The client was now in possession of actionable intelligence about the external talent market and, when leadership roles in different locations around the MEA region became vacant, they were able to reach out to specific individuals in the knowledge that their approach would be warmly received by candidates who were known to be enthusiastic and available.
As a result of this effective piece of talent pipelining, our client was able to hire a number of exceptional candidates with no loss of business continuity and significant cost savings when compared to what it would have spent on executive search fees for each role.
The success of this project led them to adopt the same methodology for several other roles and functions including a regional COO pipeline as well as more generic Engineering and HSE leadership pipelines.
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