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A major health organization needed a top notch fund development
professional who would be able to operate in a virtual environment,
domestically and internationally.
The position demanded expertise in fund development as well
as the ability to support public appearances by a leading
authority and spokesperson.
RL conducted a nationwide search for an unusual and exceptional
person to fulfill these multiple roles.
After contacting more than 100 sources and potential candidates,
RL identified an outstanding fund development professional
with domestic and international experience as well as tremendous
interest and enthusiasm.
That person, who already held a personal passion for the
organization and the people it serves, was located in a
city perfectly situated for the bi-coastal health care association.
Capabilities and experience were a perfect fit, and the
search was successfully concluded.
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Respected higher-education institution
needed a Vice President of Marketing and Enrollment Management
– and more.
RL used its customary organizational
assessment to underscore all aspects of the position requirements,
including needs that had not been previously recognized.
RL asked the organization's leadership whether they believed
two of three department heads reporting to the new Vice
President might be reassigned to other Vice Presidents,
so that the oncoming Vice President could focus on specific
criteria.
With RL's guidance, the organization decided to prioritize
and reorganize, resulting in the development of a significantly
new position description.
During RL's routine battery of
front-end interviews with organization's leadership, executive
and middle manager were asked to identify all institutions
they would rate as "superior" in their field as
well as the specific functions they required. A considerable
list of "superior" marketing institutions was
developed.
Within two months, following extensive
sourcing and recruitment, four candidates were presented
for interviews. Three were recruited from competitors --
after "superior" institutions were penetrated
and marketing leadership was identified. Top executives
were persuaded that the opportunity would present them with
a personal challenge, a heart connection, and a wonderful
career opportunity. The successful candidate was relocated
from an out-of-state institution that had gained national
recognition for its marketing efforts.
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When a company decided to search for a new Vice President
of Sales, the Board directors were not in agreement as to
the type of background they thought would be most suitable
for the position.
The former Vice President of Sales had specific domain experience
in the vertical market the company sold into. However, some
board members didn't believe that it was of primary importance
to locate a candidate with specific vertical domain expertise.
RL assisted the board in coming to consensus as to what
kind of candidate would be most appropriate for their specific
business needs and future goals.
RL discussed the position with many senior level executives,
including present and former CEO's and board members. Every
person interviewed was in agreement that the position required
specific domain expertise within the vertical. RL compiled
information and comments from the senior executives and
presented a two-page analysis and marketing summary which
was presented at the company's monthly board meeting. After
an in-depth discussion with board members, unanimous agreement
was reached that specific vertical domain expertise was
essential.
RL's search for a candidate that fit the specific needs
of the company resulted in the placement with a Vice President
of Sales who understood the business and was immediately
successful.
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A software company in the wireless communications area was
experiencing growth and wanted to add a Vice President of
Research and Development to its senior management team.
The CEO was an innovative technical leader, but needed someone
to fill that role so that he could focus on the strategic
and business development areas of the business.
RL was asked to conduct the search for a world class research
and development executive with excellent strategic skills
and strong technical capability who could help position
the company as a product leader.
RL tapped its extensive database of talented research and
development executives who had experience in major telecommunications
laboratories. RL also contacted other senior executives
in the industry in search of the most talented individuals
for this highly critical, specialized executive position.
In less than 60 days, RL presented three highly qualified
candidates with solid business acumen and executive research
experience from rival firms. The company selected an individual
who has now restructured and developed new product offerings.
The company continues to grow
at accelerated levels and is considered the leader in its
market segment. When the time came to find a Director/Vice
President of Operations, RL was awarded and successfully
completed that search, as well.
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