0113 3450870

Case Studies

Annual Retainer Relationship

About the client

UK Healthcare organisation

  • 11,000 Employees
  • 400+ sites
  • £1bn Turnover

Their Situation:-

The organisation is undergoing a lot of transition resulting from a strategy shift championed by the new CEO appointed in late 2015.
This has precipitated a number of live recruitment, future talent pipelining and market insight projects across corporate head office functions and their clinical sites.

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0113 3450870

Attract talent the intelligent way and you’ll discover the ‘undiscoverables’.

How we work with them

Supporting our client

Talent Acumen effectively works as an extension to the client’s in-house resourcing team. By operating on an annual retained basis we can truly understand group strategies, brand and culture by virtue of direct contact with both recruiters and stakeholders. This retained relationship also allows for discounted day rates given both the volume of work and forward-planning. It is reviewed on a quarterly basis for the purposes of quality control.

  • Their requirements can vary from board-level to clinical management roles
  • Geographically, they have a national reach and therefore require personnel all over the UK
  • Recent transformation programmes have prompted a surge in recruitment & pipelining activity, often with extra sensitivity
  • They utilise all three of our service lines (talent research, pipelining & insight) with the result that they now own significant market data which can be utilised in-house
  • Search parameters for Corporate HQ roles are scoped out thoroughly at briefing stage and often include multi-site organisations from different sectors that can provide candidates with forward thinking and ‘fresh ideas’
  • Clinical roles focus upon regional searches for key talent within both the private & NHS sectors

Our impact

Just a few examples of where we saved large sums of ££! We want to save you money, not drain you of it

We want to be paid for our time, but not over the odds!

Strong relationships

Talent Insight – Organisational Insight

Blue-chip management consultancy

  • 25,000 Employees
  • 30 locations
  • £3bn Turnover

Context

Our client wanted an external benchmark upon human capital best practice, focusing upon organisational design.

They wanted to understand the operating model options for delivering best-practice HR in relation to their organisational strategy, wider organisational structure and the requirements of their customers.

How we work with them

Our Impact

Talent Pipelining

About the client

  • 27,000 Employees
  • 800 sites
  • £6bn Turnover

Their Situation:-

Recent organisational restructuring and internal redeployment between the organisations 4 divisions had lead to a ‘moving’ HR Business Partner population.

Our client’s ‘gap analysis’ showed two immediate vacancies and up to half-a-dozen further vacancies at different points in 2017. The client therefore wanted an external supplier to formulate a talent pipeline towards multiple vacancies as well as complementing their direct sourcing strategies.

Attract talent the intelligent way and you’ll discover the ‘undiscoverables’.

Supporting our client

Talent Acumen effectively worked as an extension to the client’s in-house resourcing team. By operating on a retained basis, we had direct engagement with the in-house recruitment team – this was especially important given their concurrent direct sourcing strategy and regular update calls were diarised to avoid any candidate duplication.

  • They required a number of senior HRBP and HRBP candidates towards vacancies created by business expansion and internal redeployment
  • They needed an intermediary to formulate a talent pipeline from different avenues to what the in-house team could provide
  • They needed an intermediary to formulate a talent pipeline from different industry sectors that they did not know so well; associated to this was market analysis of the depth of talent
  • They adopted our talent pipelining service with the result that they now own significant market data which can be utilised in-house
  • We provide a regular ‘refresher’ of the initial data, to keep the talent pipeline up to date and understand the current candidate status of those of mutual interest. Regular communications were sent out over a 6-month period to keep candidates ‘warm’ and engaged
  • Search parameters included a regional search to identify HRBP talent within a commutable distance to their Midlands HQ. This was non-industry specific but focused upon those with multi-site and change management expertise

Our Impact

About the client

UK Healthcare organisation
  • 11,000 Employees
  • 400+ sites
  • £1bn Turnover

Their Situation:-

An evolving group finance function, whose Chief Financial Officer had just been assigned wider responsibility, resulted in the function requiring a seasoned and very robust Financial Controller.

The remit was responsible for the usual financial accounting disciplines but the department also wanted to augment their leadership ability as well as increase reporting visibility via this hire.

Ideal candidates would naturally demonstrate technical aptitude, but would also be a strong leader and a change agent.

Attract talent the intelligent way and you’ll discover the ‘undiscoverables’.

Supporting our client

Talent Acumen effectively worked as an extension to the client’s in-house resourcing team. By operating on a retained basis, we had direct engagement with both the in-house Head of Executive Hiring as well as the CFO and Finance Director. This combined relationship contributed to formalising a long-list of appropriate candidates and direct engagement with the client in a relatively short timeframe.

  • A Financial Controller with gravitas was required to provide team leadership and stability
  • The client needed a quality hire as soon as possible given the financial leadership required across various CAPEX projects
  • They wanted someone outside of their immediate industry to provide more commercial flair but also had a concern about the attraction of a non-industry person to their Head Office location (not London-based)
  • They adopted our talent research service with the result that they now own significant market data which can be utilised in-house
  • Search parameters included a national search towards high calibre Financial Controllers (or Deputy Controllers in a FTSE organisation)
  • Ideal candidates would possess experience of working in a multi-site organisation that has a matrix-way of working, and a mixture of industry & consultancy expertise.

Our Impact

A great example of where we saved large sums of ££! We want to save you money, not drain you of it

We want to be paid for our time, but not over the odds!

Please note, we were only retained to search for the financial controller, but a second high calibre candidate was appointed into Head of Finance role at no further cost.

Simply call us for free friendly advice on how
we can help you…

David Murphy
Managing Director
+44 (0)7707 808951
david.murphy@talent-acumen.com

Nick Blackwill
Client Development Director
+44 (0)113 3450870
+44 (0)756 2709521
nick.blackwill@talent-acumen.com