• Benchmarking was welcomed and appreciated by staff. They could see that management was investing in a transparent process that helps individuals just as much as the company.
To satisfy a growing need to promote new talent, this client - a leading investment management firm - commissioned us to carry out a benchmarking exercise. Our brief was to search for and submit outstanding external candidates as well as to interview and assess internal staff who were keen to be considered for the roles. Using in-depth competency interviews to assess all candidates we delivered these valuable and very constructive benefits:
Our client, a leading European Investment Bank, needed to transform their business operations to become much more client focused.
A key component of this strategy was to transform the bank's IT support for the business. This would be achieved by enhancing operational effectiveness, improving business efficiency and driving through a series of technology strategy and transformation initiatives.
However, this transformation strategy also highlighted the need to recruit an IT COO - a proven expert who could confidently take operational responsibility for the IT Division, its budgets, resource management and operating model.
Deep Blue was commissioned and briefed to undertake this senior executive search. Using a unique blend of bespoke research, market intelligence, precisely targeted marketing and highly developed networking techniques we were able to identify, shortlist and secure the ideal candidate.
As a result of a major business operations re-engineering initiative being undertaken by our client, a global investment bank, we were asked to mount an executive search for a global Head of Change Management for their cash equities operations division.
By employing best practice search techniques in addition to our 'global reach' ability and extensive market intelligence, we were able to target all the leading international equities firms. This mix of search measures soon produced a viable candidate shortlist from which the client made a successful selection in the shortest feasible timescale.
A strategically key IT division within our client, a global investment bank, was undertaking the re-engineering of a critical global system which impacted on a wide range of business stakeholders.
Finding a Lead Enterprise Architect who could both devise and implement this global systems architecture was clearly essential to the success of the entire exercise. Consequently, we were commissioned to find an exceptional individual who not only possessed the crucial technical expertise but also the vital influencing skills since buy-in to the preferred solution was essential from all IT and business partners.
Drawing upon a range of search techniques, underpinned by our extensive market intelligence and networks, we swiftly produced a candidate shortlist and the client successfully appointed this key talent.
Our client is arguably the UK's most recognizable High Street brand. With a six-figure headcount, HR is clearly of pivotal importance - a fact that explains why our client was so intent on improving its overall operational effectiveness and delivering even greater value to the business.
A key component of this strategy was to transform the HR support services by driving through a very large scale technology implementation programme that would directly affect all attendant operational work streams. Its impact would be felt by every store and every single member of staff - both in Britain and the EU. With the firm's morale and bottom-line performance at risk, recruiting the key director to head this transformation programme became a key priority.
We were contracted to find a leader with not only the experience and technical depth to deliver but also the essential behavioural strengths to inspire buy-in at every level. Drawing upon our proven search methodology we used a unique blend of bespoke research, market intelligence, discreet networking and niche marketing to source the highest calibre of talent. Within 2 months of starting this assignment, our client had selected and secured the ideal candidate.
In addition, within the last three years, we have successfully searched and placed candidates for a host of other demanding clients. Here are a few more examples: