Retained Search Case Study - Vice President of Business Development

VICE PRESIDENT OF BUSINESS DEVELOPMENT – HYDROGEN FUEL CELL

 OUR PARTNER

A HT PEM Fuel Cell Business, this client has been developing and expanding the company for over 15 years, acquiring a developing technology in the sector with large revenue projections, from 20 million turnover today, to 250 million ($) by 2025. Global expansion was the main aim and was to be achieved by aggressive organic growth, combined with unwavering effort to develop a next-generation product, developing first class commercial cultures and structures across the business.

 With recent investment and listing on NASDAQ, our client aspired to develop their footprint globally by attracting JV/ Partnerships and licensing agreements with major stakeholders across the sector. A keen focus was placed across the mobility sector as their products tie into the Heavy Duty, Automotive and Aviation sectors. It was clear that although an SME, the business’ ambitions were to compete with industry leaders and therefore the hire is needed to be immediately effective, highly credible and hold a solid pedigree and network across the industry.

OUR SOLUTION

 We partnered with the client, integrating with their executive and board members to create a talent acquisition strategy which met both their current and future needs.

 BOSS Energy first conducted a thorough brief with the client to get a full grasp of their strategy, culture and key experience requirements. As the company was going through rapid growth it was critical to building a strong story to relay to potential candidates, whose knowledge of the organisation may be quite limited. Also, as the client wanted to attract top talent from market-leading organisations, we also put together a detailed delivery plan, outlining our key actions. This allowed us to create a smooth process and mitigate delays in a market where good candidates can be courted by multiple prospective employers.

 THE RESULT

 In short, we offered two avenues for talent acquisition strategy. 

 1. Pure Hydrogen Business Development Professionals from leading Fuel Cell Business’ globally.

2. Senior Business Development Professionals spanning across the mobility sector from EV to OEM’s, to Global Energy Business’.

We then developed market research, analysed our current networks and built new networks to create a large talent pool of individuals which met the specific criteria for the role. Within 4 weeks we had introduced 8 candidates from both category 1 & 2 that held solid track records with existing and established businesses.

The market for good candidates is especially competitive in the sector and we were able to be successful thanks to the strong proposition we had developed in collaboration with the client. Adding to this, we invested time to understand candidates’ drivers and build strong relationships with them to best support them throughout the recruitment process. Following several interviews with their C-Suite Executives, the candidate was appointed to fulfil the role.

 FEEDBACK

“I wanted you to know that my experience with BOSS Energy was exceptional. Your constant communication helped me considerably. I was always well prepared for each and every call and interaction with the client. This is extremely important due to the fact that I had a very demanding job and schedule. I found the process efficient and very well executed. You were a huge help in not only finding the right job and organization, but in helping my transition and comfort factor throughout the entire process. This can be a difficult transition for someone at my age and position. Thank you greatly for your help and participation. I would highly recommend both BOSS Energy to any looking to make a career change.