Client Description
An investment holding with a primary focus on construction, development, and real estate. A family-owned holding that has been thriving in the market for around 20 years.
An investment holding with a primary focus on construction, development, and real estate. A family-owned holding that has been thriving in the market for around 20 years.
Task
This position was crucial for the company, and finding a new employee quickly was essential. With a small internal HR team and limited search resources, they faced challenges in conducting a comprehensive search. Additionally, the job location in the Moscow suburbs was a significant hurdle, as it deterred many candidates.
This position was crucial for the company, and finding a new employee quickly was essential. With a small internal HR team and limited search resources, they faced challenges in conducting a comprehensive search. Additionally, the job location in the Moscow suburbs was a significant hurdle, as it deterred many candidates.
Key requirements
- Personal support for shareholders
- Extensive legal expertise: in addition to experience in various areas of law (contracts, corporate, litigation, transactions), experience with intellectual property, M&A transactions, and company structure optimization
- Experience leading a team of 5 or more people
- Experience in development/real estate
- At least 5 years of experience as a department head
Process
A list of donor companies was compiled, focusing on construction firms, particularly those with offices in remote areas of Moscow and the Moscow region, where candidates are accustomed to commuting. A compelling letter and effective communication strategy were developed to engage candidates who were not actively job searching, highlighting the company’s advantages. A project team was assembled to conduct daily market research. The internal candidate database was utilized, along with leveraging the network, gathering recommendations, and establishing prospective communications with potentially interesting specialists.
A list of donor companies was compiled, focusing on construction firms, particularly those with offices in remote areas of Moscow and the Moscow region, where candidates are accustomed to commuting. A compelling letter and effective communication strategy were developed to engage candidates who were not actively job searching, highlighting the company’s advantages. A project team was assembled to conduct daily market research. The internal candidate database was utilized, along with leveraging the network, gathering recommendations, and establishing prospective communications with potentially interesting specialists.
Result
The employee successfully passed all stages of the selection process (3 interviews at the company + polygraph), fully met the business’s expectations regarding salary level, started work promptly, and immediately engaged in solving the company’s complex challenges.
The employee successfully passed all stages of the selection process (3 interviews at the company + polygraph), fully met the business’s expectations regarding salary level, started work promptly, and immediately engaged in solving the company’s complex challenges.
Vacancy closing period: 23 days
Conversion from candidates to accepted offer: 30%
Candidates found and screened: 55