Business Profile: A global leader in integrated logistics, operating across various industrial sectors (e.g., automotive, fashion, pharma, industrial & energy).
As the factory expanded, a new role was needed to focus on designing and improving logistics processes. The scope of responsibilities was not clearly defined due to evolving needs for the role. It was crucial to find someone who could quickly assimilate the necessary knowledge and be open to continuous skill development in a demanding industry.
A joint analysis of the client’s needs for the newly created role, understanding the work environment, and identifying the challenges the individual would face. Defining the key competencies required to meet the objectives.
A review of nearby competing companies was conducted to identify individuals in similar roles who could possess the necessary competencies. The focus was on candidates with 2-5 years of experience for whom growth potential would be a key driver for a job change. Attention was placed on candidates who began their careers in warehouse positions to ensure they understood the operational needs of those performing direct warehouse work.
After 1.5 weeks of intensive efforts, two promising candidates were presented, both matching the client’s specified profile.
Both candidates were invited to the next stages of the recruitment process due to their strong alignment with the role. Since the client’s HR department had limited availability to support the recruitment process, the consultant was asked to join the initial interviews alongside the department manager (potential supervisor) in an online format. This approach allowed for a broader evaluation of the candidates, with the manager assessing their technical skills and me focusing on their soft skills, providing a complete picture of each candidate.
After the online interviews, it was decided to proceed to the next stage in person, involving potential supervisors and an internal HR representative. For one candidate, the goal was to ensure a good personality fit with the team. The second candidate, who also performed well in the initial stage and demonstrated team coordination skills, was invited to interview for a Shift Leader position in the second round.
After only 1.5 weeks of searching, the client received two well-matched candidates. Following the additional interview stages, they were able to fill the originally requested position and, thanks to the high qualifications of one candidate, also address a need for a leadership position.
Despite location constraints, a limited salary budget, and the undefined nature of the role, we managed to present such compelling candidates in a very short time that the client decided to hire both of them, finding a more suitable position for the candidate with leadership skills. Both individuals accepted the offers and started work the next month. The entire process, from search to interviews and offer placement, took about 3 weeks. This success was due to a thorough understanding of the client’s needs, the candidate profile, and swift, targeted action, with prompt outreach to individuals with the required experience.