The challenge:

After placing their CEO, our client wanted us to build out their newly formed innovations lab division, from Analysts through to Senior Managers. As it was a new division for the business, they weren’t well known in the space, and because there had been multiple structural changes, there was a level of uncertainty around the project that made it a tough sell to management consultants.

Our solution:

We met with the key stakeholders to hone the message and understand exactly what their expectations for the new Innovation lab were and who would be right for the roles. Amending the project brief in this way meant we could highlight any issues and focus on exactly what the team roles would entail, making it a more attractive prospect for candidates, and helpful for the leadership team before they interviewed.

The outcome:

• We presented our shortlist to the client, before a series of interviews over a period of four weeks

• As the list became smaller, we added backups to the process in case not all first choices accepted the offer