Search at a glance
- 88Candidates identified
- 32Candidates engaged
- 4Candidates submitted
- 3Candidates progressing to client interview
- 1Offers made
- 1Hired
- 4daysFirst candidate submissionFrom the brief
- 112daysOffer acceptedFrom the brief
- 173daysCandidate startedFrom the brief
An established business developing its APAC market
The manufacturer had an established brand in other regions, with products to support its Data Centre offering. Its APAC business was still developing.
The commercial requirement was to open new Data Centre accounts. The hiring leader needed someone willing to build customer relationships and develop a pipeline as the regional business grew.
Sector experience was relevant, but the hiring decision also depended on what a candidate had done when business needed to be developed from the beginning.
Market sizing shaped the search
Ader worked with the client on market sizing and developed a sourcing strategy for the role. This gave the hiring leader a view of the potential candidate pool and an agreed approach to the search.
As the search progressed, the client gained a clearer view of the limited available pool. The selected candidate’s previous market-building work gave the hiring leader a specific reason to choose him within that pool.
The selected candidate was someone Ader already knew. We remembered his willingness to develop a market at his previous company and introduced him because that experience was relevant to the client's requirement.
Previous actions mattered more than depth of sector experience
The candidate's Data Centre experience was less extensive, but he had been approaching prospective customers, building a pipeline and developing partnerships at his previous company.
These were relevant actions for a role focused on opening new accounts. His willingness to take on that work was the reason we brought him forward.
The hiring leader recognised the same quality. In this decision, willingness to build something from the beginning carried more weight than having the deepest Data Centre experience.
This was a specific trade-off for this role. It does not mean that sector knowledge was unimportant or that the same choice would suit every commercial hire.
From introduction to commencement
The search identified 88 candidates and engaged 32. Ader submitted four candidates, three progressed to client interviews, and one received an offer and was hired.
Interviews were spaced over several months, giving candidates time to consider the opportunity and extending the process before offer discussions. The first candidate submission came four days after the brief. An offer was accepted after 112 days, and the selected candidate started after 173 days.
The candidate has joined
The selected candidate has now joined the business. This case demonstrates completion of the search and commencement of the hire. His commercial contribution in the new role has not yet been assessed.
For this assignment, the client needed someone to open accounts in a developing regional business. Market sizing and an agreed sourcing strategy supported the search, while the candidate's previous actions gave the hiring leader evidence relevant to that requirement.
Search led by Jasper Loh, Director, Ader Solutions.