We support a major FMCG and food processing business with searching for leaders and BEE talent acquisition. Operating in a highly regulated field, the listed organisation needed to hire at Divisional MD level , with consideration for the longer-term succession for the Group Executive.
The question – could we produce a pool of talented black professionals suited to the Divisional role, who might also suit our client’s longer term Group succession strategy?
Challenge and Outcomes
The size, complexity and specific industry challenges that our client faces meant that the pool of suitable companies to source from was limited at the start. We needed to find seasoned leaders who were capable not just at general operations (including manufacturing, processing and supply chain) but also with developed agility and strategic nous across the South African regulatory space, multiple other African geographies, and globally! Leadership credentials, and the EQ to step into an MD role as an external hire, were a given.
We’re known for delivering on tough assignments, but this one was going to stretch the team to the limit.
So we limbered up, knowing that the ideal candidates were going to be the kinds of professionals who’re recognised for ‘key skills’, and would be retained, well-looked after and in roles which offered them both growth and wealth creation opportunities.
To compete with this, we needed to deliver a compelling opportunity!
Fortunately, our client had a truly great role (with all the bells and whistles) for the right individual, which enabled us to deliver satisfying results. An appointment was made to the Group Executive at a higher level than initially anticipated, because the best candidate not only fulfilled the skills and experience criteria, but was also a valuable strategic hire – which fast-tracked their long-term succession plans.
Sometimes, you get more than you expected! We’d like to think we’ve got that bigger picture in mind, and love it when our clients trust us with their strategic talent plans.