Our client joined with a similar FMCG environmentally friendly company in 2012. They manufacture washing up/laundry products in Belgium, and body washes and hand washes in the USA.
The European business has a turnover of £60m and is part of a £200m Global Group with a Head Office in San Francisco where the Group CFO is based.
With the recent formation of the new company it was decided to re-locate the European Head Office function from Belgium to Richmond.
Lord was contacted to help with the recruitment of the new Finance Team (10 roles) ranging from the European CFO to an AP Accountant. The challenge was to attract individuals from specific industries to join a newly created FMCG business. We had to at the same time keep the move initially confidential due to individuals in Belgium not being aware of the pending re-location.
There was also the timing issue of individuals joining the business due to staggered start dates, aligned with guiding individuals through an extensive interview process with multiple stages engaging with a number of different stakeholders.
A full and detailed project plan was put into place for the recruitment of all the roles. This took into account the staggered start dates and anticipated notice periods.
We then conducted an extensive research project to identify individuals in the FMCG market alongside confidential advertising, sourcing from candidate databases and utilising our extensive network in the market. The most significant factor was compiling a compelling reason why an individual should consider a move to a recently formed small FMCG business that was undergoing significant change.
After creating initial interest we engaged with individuals through an NDA, which then allowed us to share a detailed briefing document outlining the company in more detail and highlighting the values and culture of the business which was of particular importance.
Initial pre-screening and interviews were conducted by Lord and shortlisted candidates were then interviewed via Skype by the Group CFO in the US who was leading the recruitment project. Second stage meetings were with 3 to 4 members from the client (not necessarily Finance) to assess fit. The final stage “homework” session concluding with the candidate giving a presentation with a Q&A session. This process was key to ensure there was a cultural fit between the business and the candidate.
Lord followed a comprehensive and robust recruitment process tailored to meet the requirements of a business which was challenged with the pressures of re-locating a number of key functions from Belgium to Richmond. All roles were successfully appointed within the given time-frame. We recruited 2 interims to help them in the initial transition period.