Project overview

We received our first project from a new client—a challenging task to find the right candidate for the position of Project Manager. The ideal candidate needed to be highly independent, possess strong project management and budgeting skills, have up-to-date legal knowledge, and speak fluent English and German. The candidate would work closely with the company’s board, making the role crucial to the organization. The project was difficult as the client had unsuccessfully run the recruitment process independently and with two other agencies for over six months.
IndustryManufacturing (Automotive)
Duration4 weeks
ClientOne of the largest global machinery companies.

Client profile: A global manufacturing and distribution leader with tens of thousands of employees worldwide, recognized as a top industry leader.

Challenge

The sought-after candidate needed extensive legal knowledge and experience, including European corporate law, warranty regulations, contract creation, procedures, and internal policies. They also required experience in IT project management, budgeting, requirements analysis, and document collection. Additionally, fluency in English and German was essential.

  • Market saturation: After six months of searching, the market had been heavily penetrated, limiting potential candidates.
  • Strict budget: The client's budget was rigid and did not fully reflect the market’s realities.
  • Unclear expectations: Multiple decision-makers and unclear final role expectations delayed the process.
  • Previous candidates: Those already processed had experience in different areas, but none fully matched the board’s expectations.
  • Uncommon hybrid model: The hybrid work model offered was unusual for the local market, making the position less attractive compared to other opportunities in the region.

Process

1. Preparation:

We reviewed the client’s previous efforts and candidate profiles that had already been considered. We thoroughly discussed the reasons for rejections and held in-depth conversations with the client and hiring managers to clarify the final, key responsibilities for the role.

2. Search:

Knowing the market had been extensively searched and many job ads had already been posted by both the client and other agencies, we decided not to rely on traditional methods. Using our expertise in the IT and manufacturing sectors, we targeted a highly selective pool of five candidates who, despite holding different job titles, had the necessary skills and experience. This targeted approach allowed us to recommend three candidates who perfectly matched the required skill set and the client’s budget.

3. Search result:

Within two weeks of focused and unconventional efforts, the client was able to begin interviews with the selected and recommended candidates.

4. Interview Finalization:

The client was pleasantly surprised by the quality of the presented candidates. After two rounds of interviews, they extended an offer to the candidate who they felt best fit their team.

5. Alternative Solutions:

If the initial interviews had not resulted in a successful hire, we had prepared to expand the search to similar profiles with relocation possibilities based on the client’s processes and expectations.

6. Outcome:

Within 4 weeks of starting the process, and after interviews with the three recommended candidates, the client offered the position to the final candidate, who accepted.

Results

Through thorough analysis of the client’s needs and a strong understanding of the market, we successfully completed the recruitment process in 4 weeks. Previous six-month efforts by the client and two other agencies had not yielded the desired result. Our unconventional approach and specialized knowledge allowed us to accurately identify the candidate profile the client was seeking, leading to a successful hire.