Case-5
Client Background:
Our client is one of the largest and most prestigious management consulting firms in the world, with a workforce of over 400,000 employees globally. They are renowned for delivering cutting-edge consulting services and strategic insights across various industries. With a strong focus on consulting for financial divisions and mergers and acquisitions, they are committed to finding the best talent in the industry to drive their operations forward.
Challenge:
The client approached us with a critical requirement for a Senior Manager (M&A) to join their U.S. office. The role was pivotal to their Mergers & Acquisitions team and required the candidate to have deep expertise in the financial sector, strategic consulting, and an established background in leading large-scale transactions.
The challenges we faced included:
Given the specialized nature of this search and the high-level requirements, we focused on headhunting rather than relying solely on job boards. However, we did utilize job boards like The Ladders and Indeed, which are specifically tailored to leadership and executive-level talent. We also used Monster, though it was less effective for this particular search. Additionally, LinkedIn, Google X-ray search, and social media platforms like Facebook and Twitter played a crucial role in identifying passive candidates.
Recruitment Process:
The search for the Senior Manager in M&A was a highly challenging and rewarding process. Through careful planning, creative sourcing, and leveraging headhunting techniques, we were able to present candidates that not only met but exceeded the client's requirements. The successful placement of the role was a testament to our ability to navigate complex recruitment challenges and deliver exceptional talent for leadership positions.
Our client is one of the largest and most prestigious management consulting firms in the world, with a workforce of over 400,000 employees globally. They are renowned for delivering cutting-edge consulting services and strategic insights across various industries. With a strong focus on consulting for financial divisions and mergers and acquisitions, they are committed to finding the best talent in the industry to drive their operations forward.
Challenge:
The client approached us with a critical requirement for a Senior Manager (M&A) to join their U.S. office. The role was pivotal to their Mergers & Acquisitions team and required the candidate to have deep expertise in the financial sector, strategic consulting, and an established background in leading large-scale transactions.
The challenges we faced included:
- Travel Requirements: The position demanded the candidate to be comfortable with travel 80-100% of the time, which significantly narrowed the pool of potential candidates.
- Industry Experience: The client required candidates with experience specifically in management consulting firms (not IT consulting companies like HCL, Cognizant, etc.), with a preference for candidates from companies with over 4,000 employees.
- Experience & Expertise: Over 10 years of experience in consulting, particularly in M&A within the financial sector, and strategic consulting experience were essential.
- Salary Range & Seniority: The Senior Manager role was equivalent to a Director or Senior Director level in other consulting firms, with a salary range of $500K-$600K annually. As a result, we had to target candidates at the Director or Senior Director level, who were typically not willing to step down in terms of job title.
- Reluctance to Travel: Many high-level candidates from consulting firms were disenchanted with the constant travel and sought roles that offered more stability and office-based work, making the search even more challenging.
Given the specialized nature of this search and the high-level requirements, we focused on headhunting rather than relying solely on job boards. However, we did utilize job boards like The Ladders and Indeed, which are specifically tailored to leadership and executive-level talent. We also used Monster, though it was less effective for this particular search. Additionally, LinkedIn, Google X-ray search, and social media platforms like Facebook and Twitter played a crucial role in identifying passive candidates.
Recruitment Process:
- Strategy Development: After a detailed discussion with the client to understand the role's nuances, we designed a targeted recruitment strategy to focus on high-level talent in the M&A and consulting industries.
- Job Board Usage: We began by leveraging The Ladders, a platform known for connecting senior-level professionals in full-time roles with salaries above $100K. We carefully curated a pipeline of candidates, recognizing that many individuals on the platform had not updated their profiles in years, meaning they were potentially passive candidates.
- Approaching Passive Candidates: We initiated contact with potential candidates through a combination of phone calls, text messages, and emails. Our email outreach was particularly well-received and praised by candidates, many of whom expressed appreciation for our innovative and personalized approach. This tactic helped engage candidates who might have otherwise overlooked the opportunity.
- LinkedIn & Social Networking: Simultaneously, we used LinkedIn to approach passive candidates with customized messages. Additionally, we used Google X-ray search to unearth hard-to-find profiles, and social networks like Facebook and Twitter provided additional avenues to discover qualified candidates.
- Pipeline Development & Referrals: We built a robust pipeline of potential candidates and continued reaching out through all available means. To further expand our search, we leveraged our previous network of candidates and even implemented a referral program, offering a $2,000 reward for successful placements sourced through referrals. This proved beneficial in generating more qualified leads.
- Interviews & Submissions: After reaching out to candidates, we conducted in-depth interviews to assess their suitability for the role. We identified four highly qualified candidates, who were then presented to the client for review. The interview process at the client’s end took three months and involved eight rounds of interviews.
- Successful Placement: After an exhaustive selection process, the client extended an offer to one of our candidates. While the entire recruitment process—from initial strategy creation to candidate submission—took around three weeks, the placement process took an additional three months due to the rigorous interview rounds. Despite the challenges, we successfully filled the role with a top-tier candidate.
The search for the Senior Manager in M&A was a highly challenging and rewarding process. Through careful planning, creative sourcing, and leveraging headhunting techniques, we were able to present candidates that not only met but exceeded the client's requirements. The successful placement of the role was a testament to our ability to navigate complex recruitment challenges and deliver exceptional talent for leadership positions.