Project overview

The client needed to undergo organizational changes and tasked us with conducting a confidential recruitment for the position of IT Director. The new director would oversee both the development team and the entire infrastructure department.
IndustryIT
Duration7 weeks
ClientOne of the leading providers of advanced ERP systems in the Polish market.

Client profile: A Polish IT company with over 100 employees, primarily serving top brands across European markets. Its main focus is implementing and customizing advanced ERP solutions.

Challenge

The IT market had seen significant growth in both technological and financial sectors in recent years. The company was facing instability, and the board decided to replace the current IT Director, launching a hidden recruitment process to avoid disruption and maintain calm within the teams. The previous IT Director heavily relied on outsourcing, which caused short-term gains but long-term financial losses. Resistance to change had created internal conflicts within teams and with other managers.

  • Limited pool of candidates with similar profiles and management experience within the client’s location.
  • The client needed quick results to ensure a smooth transition.
  • Maintaining confidentiality throughout the recruitment process was crucial to avoid negative impacts on the company.

Process

1. Preparation:

We conducted a thorough analysis of the company’s current situation, the reasons behind the changes, and the problems that needed to be addressed. We gained insight into the company’s strategic plans, which were critical in selecting the right candidate.

2. Search:

Given the confidential nature of the process, we leveraged our professional network and contacted specific individuals who might be interested in discussions. These candidates were not actively seeking new challenges, so it was essential to present the opportunity discreetly, without revealing the client’s name in the initial stages. In the end, we shortlisted four candidates who matched the required profile.

3. Rezultat:

Within three weeks, we conducted detailed assessments of both the hard and soft skills of the selected candidates and presented them to the client. The client then began initial recruitment interviews.

4. Interview Finalization:

While the client appreciated the presented candidates, not all fully met their expectations. Initially, the client wanted a candidate who was both highly relational and assertive, preferably from a competing company.
After conducting interviews, they revised their approach and invited two contrasting candidates to the final round. Ultimately, both candidates were offered roles, creating parallel positions reporting directly to the CEO.

One candidate was responsible for client relations within projects and developing the internal development team, while the other managed internal and external infrastructure, helpdesk, and new technology implementations.

Initially, one candidate was hesitant about the shared responsibilities, but after several discussions and negotiations with the board, he accepted the offer.

5. Alternative Solutions:

Had the client not selected any of the recommended candidates,
we were prepared to explore other options, including candidates from sectors with similar profiles, such as software houses, rather than those from directly comparable companies.

6. Outcome:

After seven weeks, the client successfully hired two highly experienced candidates and restructured their IT department.

Results

Despite the challenging situation and the confidential nature of the recruitment process, we successfully placed two competent candidates and helped reorganize the internal processes within the company. Our deep market knowledge, extensive professional network, and experience in similar recruitment projects enabled us to build a trusted, partnership-based relationship with the client, ensuring long-term success.