Project overview

The client was seeking a Quality Manager in a confidential recruitment process due to internal organizational changes. The recruitment was urgent and required immediate action.
IndustryFood Production
Duration2 weeks
ClientA company with 90 years of experience in the food production industry, operating internationally.

Business Profile: Food production

Challenge

The production facility was located in a small town, with the nearest larger city about 40 km away. The region was not known for large enterprises. The candidate for the Quality Manager position needed to have food production experience — an uncompromising requirement due to the high quality standards in the industry.

  • Few companies in the region with a similar business profile
  • Although the company's offer was competitive, it wasn't attractive enough to draw candidates from larger cities, and the location did not favor relocation
  • Only a handful of candidates in the region met the employer's requirements

Process

1. Preparation:

Analyzed the current team situation, discussed the reasons for the change, and clarified the candidate profile. Potential risks and opportunities were identified.

2. Search:

The search focused on candidates with experience in food production. The local market was mapped for companies in the industry. Candidates without formal managerial experience but with significant specialist experience were also considered.

3. Search results:

Within one week, two candidates were presented. One was already in a managerial role, and the other was a highly experienced specialist. Both were willing to commute a few kilometers to the company. Since one candidate lacked formal managerial experience, a behavioral interview was conducted to assess their readiness for a leadership position.

4. Interview Finalization:

After reviewing the profiles, the client invited one candidate for an interview and decided to give the opportunity to the candidate without formal managerial experience.

5. Alternative Solutions:

If there had been no interested candidates, the search would have been expanded to other locations, considering candidates willing to relocate. Additionally, the option of hiring an independent specialist who could eventually take on a managerial role would have been explored.

6. Outcome:

Within two weeks of starting the project, candidates were presented, an interview was arranged, and after a single meeting, the client felt confident in their decision to invite the candidate to join the team.

Results

The success of this recruitment largely relied on thoroughly mapping the local market and taking proactive steps. Candidates with extensive specialist experience can often be ideal for managerial roles but may not have advancement opportunities in their current organizations. Through a behavioral interview, the client received answers to critical questions regarding the candidate’s soft skills. The client took a calculated risk, trusting our recommendation, and that risk paid off. The hired candidate remains with the company to this day.