The Assignment

Our client, a high profile, Not for Profit Charity partnered exclusively with Osborne Executive Search to assist in the sourcing of their new Diocesan Director.
During the period affected by Covid 19 one of the main challenges for our client and for the new Diocesan Director would be their funding plan for 2021 – 2024.
The person coming into this role would be responsible for the organization’s overall activities and finances, as well as ensuring its long-term viability. The successful person would need to have a shared mission, values and ethos with an understanding of the challenges faced with this type of organisation

Our Process

Having a series of meetings with the client to gain a better understanding of their culture and community was crucial to filling this position. It was also key to creating an unambiguous and trusting relationship.
We created a comprehensive marketing and recruitment strategy including a targeted LinkedIn campaign. Osbornes vast networks and high-potential employee database, LinkedIn searching, and an ad campaign on all major job boards were also used to great effect.
Upon screening many potential candidates, we presented a longlist of eight individuals to the client

All had been video screened in full and each CV was accompanied with a detailed candidate profile highlighting their particular strengths and experience relevant to the role.
A candidate review meeting was held with the client which narrowed the shortlist down to six for interview. A panel was created and we then implemented a competency-based questionnaire for interview stage.

We hosted each interview via MS Teams and each candidate presented themselves. With a clear scoring system provided, the panel deliberated separately and returned with a recommendation for one overall winner to be called back for second round.

The Result

Upon a successful second meeting, an offer was made and accepted.
A very suitable candidate was offered and accepted the role with both parties extremely happy with the outcome.
The entire recruitment process was conducted over an 8 week period from the initial client meeting to the offer being accepted. The candidate had a four week notice period.

Contact Osborne Executive Search

To find out more about Osborne Executive Search or to speak to one of our team in confidence please contact Aine Wallace, Recruitment & Business Manager, Osborne Executive Search at [email protected]

The Assignment

Our client was a major manufacturer and distributor of chemical product for consumer and industrial markets. Headquartered in Europe with sites located in more than 60 countries, they are a truly global organisation.
The company had a high-level requirement for their Middle East operation and were seeking a Director of Supply Chain. The desired candidate would have relevant qualifications and experience with a direct competitor in the Middle East Region and suited to senior level representation reporting to C-level executives based at company headquarters.

The ideal candidate would have strong experience in end-to-end global supply chain with the ability to lead multi-cultural and diverse teams across a multi-site, international region.
The successful appointee would be required relocate to the Middle East, if not already located there, and would be expected to travel frequently across the region as part of their role.

The Process

Osborne Executive Search were appointed as the recruitment partner and mobilised a very co-ordinated team to conduct a global search and initiated a selection process. This involved a talent mapping exercise to identity suitable profiles within the client company’s sector and a targeted approach and adverting campaign.

The team researched academic affiliations with the middle east region and sought out expressions of interest in the post through the alumni network.
The search process took place during the first wave of the Covid-19 pandemic and the Osborne Executive Search team utilised innovate platforms to facilitate interviews via video.

A process driven and proactive search guided by our network of referrals and strategic sourcing tools led to the successful appointment of a Supply Chain Director for our client.

The Result

The entire process took place remotely and the successful candidate was supported by Osborne throughout the offer and negotiation stage through to the transition and relocation period.
The candidate was a French national who was based in Dubai and relocated to join our client in Bahrain

To find out more about Osborne Executive Search or to speak to one of our team in confidence please contact Aine Wallace, Recruitment & Business Manager, Osborne Executive Search at [email protected]

The Assignment

Osborne Executive Search have been the Executive Recruitment Partner of a significant Irish Philanthropic Organisation for the last 4 years making a number of senior management appointments.
This particular case study evidences our experience of carrying out full recruitment campaigns for senior C Suite management positions namely the Foundation Director, Head of Facility Management, Head of Corporate Fundraising, Registrar and Head of HR.

The Process

A meeting took place with the client to gain a full overview of the role, the vision and mission of organisation and division and what skills and attributes the successful candidate would possess. A competency matrix was developed, matched to the information from this meeting.
Osborne Executive Search ran a full sourcing process, running proactive searches on Osborne Executives database; CV libraries, LinkedIn, Social media in tandem with advertising the role on major Irish and international job boards. In addition, the team also accessed their networks, talking with contacts about the specific role and soliciting referrals

In total 87 candidates were screened for the role, of whom 31 made the initial long list. The longlisted candidates were interviewed by the Osborne Executive Search team for consideration. The top 11 candidates were reference checked, presented and discussed with the client culminating in an agreed shortlist of 5 individuals called to interview.

A pre-interview meeting was held with the interview panel to review the competency matrix, scoring and interview format. Subsequent to the interviews feedback was collated from all parties and relayed. The top 3 candidates were invited back by the client for second round interviews and presentations. All parties were debriefed once more and the successful candidate was chosen. Those unsuccessful were contacted personally and given full and open feedback on their application and why, in this case, they were unsuccessful.

The Result

The successful candidate was notified and the offer was presented and accepted. Thorough initial planning and understanding of the role requirements coupled with robust communication throughout the process delivered a very smooth successful conclusion to the appointment. The appointment has been a tremendous addition to the Foundation and has helped guide the client through these most tumultuous of times. Osbornes Executive Search team’s relationship building skills and partnership led approach was key to the successful outcome of this role both from a client and senior level candidate perspective.

Duration: 9 weeks from start to finish, delivered ahead of schedule. 11 weeks duration from project commencement to candidate starting date
This example involved conducting an international search for a seasoned executive at director level within a 12-week (or less) time frame. Demonstrating the ability to deliver on time and to stick within the advertising budget.

Contact Osborne Executive Search

To find out more about Osborne Executive Search or to speak to one of our team in confidence please contact Aine Wallace, Recruitment & Business Manager, Osborne Executive Search at [email protected]