Global VP Talent Acquisition - USA or Europe
New role for hyper-growth startup needing to double their workforce numbers in 1 year, requiring the setup of a TA function, building global frameworks, and providing strategic insights for talent options in new markets…yesterday!
Remit challenges - The relatively inexperienced C-suite team of this high profile startup knew they needed help for high volume hiring, but that was it. As it turns out, they needed a Talent Acquisition expert leader who could build a high performance team, engage third party sourcing, design and implement recruitment strategies, build a brand, roll out an ATS, educate and engage sceptical middle management teams, create reporting analytics, introduce talent management concepts and succession planning, and most importantly, get an array of skilled an unskilled workers hired in record time in markets where the company had zero brand equity, often no physical presence, and very high competition for talent. This person would be inheriting a geographically dispersed, overworked team of varying skill levels, with the additional pressures of introducing compliance, consistency and performance metrics for all global recruiting activity, without reducing the entrepreneurial culture of the company.
Hiring challenges - These types of “unicorn” success companies are rare, as are the opportunities to build and rapidly scale up a “greenfield” Talent Acquisition function, so we had very high interest levels from our global TA leadership community. However, with the constraints of a below market salary budget, and the hire timed for end of year with no option for accrued stock/bonus buyouts, we had to be creative in attracting professionals who were already well regarded in their handsomely paid salaried roles. Additionally, with “wish list” hiring criteria for professionals who had lived and worked abroad extensively with bi/multi lingual language skills, and who could transact operationally in the short term and deliver immediate hiring results whilst working towards a more strategic focus, and who offered a work history within both “best practice” corporates and greenfield startups….the talent pool was actually quite small.
Solution - Due solely to the strength of the long term relationships with our network, 4 professionals were identified and recommended by Carter Morris within just 2 weeks of starting this search. The executive function were "wowed" by each and moved immediately to secure their preferred TA VP. The appointed professional is now a member of the ExCo and continues to be highly regarded by the leadership team thought the delivery of some truly extraordinary results.
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