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Energy client’s head office strategy group

The Magellan Difference

  • Developed a compelling career case which built buzz and yielded exceptional candidates
  • Reconfigured the compensation structure to entice candidates accustomed to a different salary and bonus structure as they crossed industries
  • Quickly (within 3 months) vetted and delivered multiple candidates for serious consideration

RESULTS

Clearly defined role expectations and top candidates for the firm’s head office position

Magellan’s focus on building a strong career case for the strategy group yielded impressive results. Over 80% of the candidates we identified called us back to learn more about the position, even before knowing the name of our client. Candidates from established consulting firms and competitive firms with established positions pursued the opportunity to join our client, despite its lack of a track record.

Our efforts generated a list of over 50 candidates with a short list of 5 possible candidates which were extensively vetted for skills and cultural fit. The quality of the remaining candidates was so high that the firm hired a second candidate lat…

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Consulting firm’s turnaround practice

The Magellan Difference

  • Developed a compelling career case which built buzz and yielded exceptional candidates
  • Reconfigured the compensation structure to entice candidates accustomed to a different salary and bonus structure as they crossed industries
  • Quickly (within 3 months) vetted and delivered multiple candidates for serious consideration

RESULTS

consulting firm’s turnaround practice

Magellan’s focus on building a strong career case for the new practice yielded impressive results. Over 80% of the candidates we identified called us back to learn more about the position, even before knowing the name of our client. Candidates from established firms and with significant equity positions pursued the opportunity to join the new practice, despite its lack of a track record.

Our efforts generated a list of nearly 200 possible candidates which were extensively vetted for skills and cultural fit. The quality of the remaining candidates was so high that the firm hired half of the candidates they interviewed.

New hires that hit the ground running
We surpassed our client’s expectations by completing this search more quickly than expected and our client has been very pleased with the performance of the candidates Magellan identified. They have integrated well into the unique and very different culture…

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Global energy consulting practice

The Magellan Difference

  • Developed an advanced hiring process to ensure our client’s message to each candidate was positive and compelling
  • Reconfigured the compensation structure to entice candidates accustomed to a different salary and bonus structure as they crossed geographies
  • Quickly (within 3 months) vetted and delivered multiple candidates for serious consideration

RESULTS

Creating brand awareness and courting top candidates in a sophisticated fashion quickly leveraged up the firms new global practice

Magellan’s focus on building a strong hiring case with our client, coupled with our compelling career case recruitment process has enabled Magellan to help our client build a global energy consulting practice that is now generating revenues in excess of $75MM and still growing. This seven year partnership with our client is a singular model of success for a firm to build an externally focused consulting practice effectively.

Our efforts generated have created a sustainable pipeline of over 500 potential candidates for us to manage as the firm continues to grow. The quality of the candidate pool has netted over 25 hires and continues to grow.

New hires that hit the ground running
Time to traction was reduced by creating deep understanding with our client about how to efficiently onboard senior lateral hires. Additionally Magellan focused on self-integration skills with each senior candidate to ensure there were no early on missteps. Finally Magellan has maintained an open line…

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Global chemical consulting practice for a leading global integrated consulting firm

The Magellan Difference

  • Created a short list and unique hiring argument for our client to use in attracting top talent.
  • Worked with each candidate individually to build a unique career case argument for them to consider our client.
  • Succeeded in differentiating our client’s vision to successfully bring unique talent into consideration.

RESULTS

By focusing on the client’s vision and carefully identifying potential candidates Magellan was able to secure a leader and quickly build a team.

As we predicted of the short listed viable candidates identified one was able to internalize our client’s opportunity and agreed to join. By sourcing team members early in the process we were also able to reduce the successful candidate’s time to traction dramatically.

Within 12 months the team in Europe was up and running and a team in the US was well on its way to being built.

New team hits the ground running
Time to traction was also reduced by creating deep understanding with our client about how to efficiently onboard senior lateral hires. Additionally Magellan focused on self-integration skills for the managers we hired to ensure successful integration. As the team was being built Magellan continued recruiting in new geographies…

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Accelerate the growth of a small chemical practice for a leading supply chain firm

The Magellan Difference

  • Quickly assembled a recruiting team to source candidates for multiple parts of the chemical value chain
  • Worked with industry influencers in each chemical segment to find leaders for our client.
  • Effectively sourced candidates in each segment simultaneously to allow our client to leverage its competency skills quickly.

RESULTS

By having a long term plan and by segmenting the search Magellan was able to work effectively for 18 months

Over the course of the build Magellan placed 6 partners and 12 managers across the chemical segments. The team was also integrated effectively and persisted for years.

Group synergy with other areas
Over time the chemicals group was able to leverage the firms supply chain and procurement expertise across multiple clients. The effort to build an industry focused group was repeated in other areas as well….

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Chemical group in their boutique strategic decision company

The Magellan Difference

  • The Magellan team developed a group recruiting process that proved very effective in sourcing excellent chemicals partners simultaneously.
  • We then worked closely with our client to manage a unique group interview day.
  • Finally we were part of the integration process for each partner we had placed.

RESULTS

In short order we were able to source the three leading partners

Magellan’s team found that by dividing the search by source company was very effective and also helped to keep the search relatively quiet at the early stages, thus ensuring confidentiality for each partner while we recruited.

New partners and team ramp up sales
Our client was very pleased with the building of a new sector in chemicals. Within 24 months the team was as large as the all the other areas our client already had….

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Specialty water purification company venture owned by DeBeers (now Anglo American) to find a chemicals CTO

The Magellan Difference

  • Upfront research was used to build preliminary candidate profiles and ensure productive and rapport building meetings with candidates.
  • Behavioral interviewing skills proved valuable to get at the relevant cultural fit questions for each candidate.
  • Acting as a business partner with the CEO allowed us to make the candidates feel special and to streamline the hiring process.

RESULTS

Successful placement made

Magellan’s team found that by preparing in depth before each candidate meeting made the candidate’s realize the critical nature of the search. This allowed us to shepherd each through the interview process quickly once they were identified and ultimately lead to a successful long term hire for our client.

Follow on work for three new roles
After the success of this assignment we were awarded three follow on searches which were also successful…

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Statesman –Like” Head of Innovation for a ½ billion dollar private global specialty chemical producer

The Magellan Difference

  • By leveraging our personal contacts in the field were able to get to a short list quickly.
  • Candidates were interviewed about the business side globally and did not deflect to technical issues.
  • Talking to the candidate form our own personal global interests formed a top down common bond that proved very effective in managing the hiring process.

RESULTS

Successful placement made

Magellan’s team the leader and worked with the client to ensure integration went smoothly.

Global on-boarding
The project team lead from Magellan worked closely with the client to ensure onboarding went smoothly in both the UK and the US…

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CTO for a high tech logic board producer

The Magellan Difference

  • Developed a very personalized and discrete recruiting process to attract the best candidates and make them feel appropriately respected.
  • Used indepth one page backgrounder to level the playing field on the cultural and business side of the selection process.
  • Provided on-boarding and integration services beyond the search to ensure a long term fit.

RESULTS

Four qualified candidates

Despite the narrow nature of the search requirements the team was able to identify four viable candidates for the client to take all the way through the hiring process. To ensure proper focus on both quantitative and qualitative skills we developed a one page back grounder to use with each candidate that contained our interview notes around behavioral attributes required for success in the role – beyond technical expertise. This proved crucial to completing the search.

CTO on-boarding
By setting up regular monthly meetings with both the CTO and team we were able to ensure a smooth transition. We worked with both sides to achieve the right level of group harmony…

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