The challenge
One of Europe’s largest energy trading companies recently relocated its office, a strategic move that inadvertently created unexpected hiring challenges, particularly at the senior level. A critical leadership position had remained unfilled for over 12 months, despite extensive efforts. The client had engaged five different recruitment agencies and leveraged their internal talent acquisition team, all without success. By the time we were brought in, HR openly described the role as “impossible to fill.”
Our approach
Understanding the complexity of the brief and the importance of getting it right, we deployed our tried-and-tested approach grounded in depth, trust, and market insight. Within six weeks, we successfully placed the role with a top-tier candidate, someone who had previously declined to engage with the company directly.
So how did we achieve success where others couldn’t?
- Relentless preparation and insight: We invested significant time conducting an exceptionally detailed briefing with both the business and HR stakeholders. We’re committed to doing the deep work upfront – hours of research and exploratory conversation – so we can accurately position the opportunity in a way that resonates with high-calibre candidates. In a competitive market, the quality of the pitch is everything, and we made sure we could speak about the business with credibility, clarity and conviction.
- Leveraging an established, passive network: Unlike many traditional recruitment efforts that rely on active jobseekers, our network is built on long-term relationships with thousands of senior professionals—many of whom are not actively looking but are open to the right opportunity. In this case, the successful candidate had already been approached directly by the client and had not engaged. Because we had an established relationship and a deep understanding of their career motivations, we were able to present the opportunity in a way that captured their attention and built trust.
- Crafting a candidate-centric offer: Our knowledge of the candidate’s unique circumstances and priorities allowed us to advise the client on constructing a highly compelling offer—not just in terms of salary, but in aligning the role with what mattered most to the individual. This consultative support was critical in turning interest into commitment.
The outcome
A critical leadership position filled in just six weeks, after more than 12 months of unsuccessful effort from multiple agencies and internal teams. More than a placement, this was a strategic hire that underscored the power of insight-led recruitment, trusted networks and a genuinely consultative approach.
