Company Name: Catalyst Consulting
Industry: Architectural Consultancy – Construction
Team size: 60
Our team was known to Nigel (Managing Director) and Colin (Director) as we have undertaken human resources, leadership development, employment relations, business strategy and management consulting for the business. The leaders of Catalyst had built a trusted relationship with our team and our team at POD work as a collective to ensure that the needs of Nigel and his team are met – and wherever possible, exceeded.
Catalyst have been an established player within the commercial fit out sector for over 20 years. With a strong presence in the Wellington market, Auckland is where they are looking to leverage growth. A key role within this strategic plan to expand the foothold in Auckland was to recruit a strong leader in the role of General Manager. Nigel’s brief was the “General Manger role was critical to the business and we had to get it right”. A recruitment partnership was formed to ensure a robust and thorough recruitment process was followed, in line with the culture and drivers of the business and alignment to Nigel’s plan of exiting the business early in 2020, through effective succession planning.
What we did and do:
- Onsite discovery meetings to understand the culture and strategic objectives of the business
- Strategic sourcing
- Telephone screening and interviews
- Bespoke interview and reference documents
- End to end recruitment
- Partnering with the business for a successful outcome
Being a critical role within the business it was pivotal to thoroughly understand the strategic objectives of the business and the culture and engagement of the team. After two comprehensive meetings a brief was taken, and the General Manager role came to life. People are key to the Catalyst team, and with Catalyst being a values-driven business it was essential the recruitment process delivered a results orientated and authentic leader, who can work alongside their directors to accelerate business success.
Furthermore, influencing Nigel as to the value of partnering with a recruitment specialist was key. I began my search for the ‘unicorn’ candidate who could lead the business forward. Quickly we established that the Auckland market was dictating a higher salary than previously thought. Through open and transparent communication, I approached Nigel with this information. He was quick to respond and agile in the approach from the directors. An indicator you are truly partnering is when a client listens and acts on your knowledge, something I found Catalyst were very open to doing.
Through the sourcing stage of the recruitment process, I spoke with an abundance of executive level candidates, having quickly to determine if they were a “Catalyst” person. An in-depth phone screen was completed in the first instance, then inviting candidates to a face to face meeting. The hour and a half I spent with these candidates allowed me to build a solid profile aligned to Catalyst’s needs and values. As part of our recruitment process here at POD I like to ensure one reference is completed before any shortlist is submitted. This is a differentiator to many others in our field, but it also provides deeper insights. I created a bespoke reference form for Catalyst which drilled down into the main competencies that had been identified through our discovery meetings and the position description.
After a successful shortlist and interviews we are at the best part of the process where a verbal offer is with the preferred candidate. I am also a little excited that I may have restored faith in recruiters and what a true partnership can look like for Catalyst.
To conclude, if you do recruitment the right way it can have a monumental effect on driving the business forward, ensuring a correct process is followed leads to higher calibre candidates, insights into salary benchmarks and gives you that much needed commodity of time to invest expertise in other areas of the business.
By Simone Regan, Head of Recruitment