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Bence Berkó

Bence Berkó

Budapest

Development Manager – Enhancing The Long Term Organisational Strength

The Client

Our Client is a diversified global technology and manufacturing company with a world-wide headcount of 100.000. One of their divisions, a leading innovator of industrial automation, is a key player in the process management industry delivering solutions for diverse industry sectors from alternative energies to oil refining. Due to their increasing production needs, they required a Development Manager to lead the rapidly changing...

published on April 15, 2015

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Organizational effectiveness – downsizing structure and alignment to new market regulation

Our Client, in response to negative changes on the market, had to carry out appropriate restructuring process. Our consultants were assisting the Board during crucial changes and have been involved in the strategy and implementation of activities in the following areas:

  • Change management
  • Communication
  • Negotiations with trade unions
  • Training for managers
  • Collective dismissal

The project lasted three months, ended with the signing of the...

published on February 01, 2015

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Merger Assistance – Leaders Competencies Audit

Our Client (leading player in logistics industry) during acquisition period had to design the new operational structure. We were asked to prepare a set of tools to conducts Competency Audit in order the review TOP LEADERS in acquired company. Creating the methodology for the process we considered existing Client’s Leadership Model and we worked on real business case ready to implement in new formulated organization.

Based on the results of the...

published on January 01, 2015

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Internal Talent Mapping – Succession Planning

Our Client, family business Company, decided to review internal resources looking for HiPo. Together with CEO we reviewed the current business strategy and incoming/expected business challenges. We supported our Client in the selection approach for young talents. Taking into account the major challenges we planned Development Center for HiPo.

We assessed selected managers against Leadrship Model, prepared individual detailed reports containing...

published on December 01, 2014

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Sports wear and apparel

One of our biggest lessons was one of the most painful one. We were hiring for a Marketing Director where the client made an offer to the candidate who charmed both our consultants and the client. The Client in his enthusiasm waived reference checks and we jumped a step.

One week in the job, client had suspicions about hired executive not driving company car but having a friend drive the car and asked for reference checks. First call to check...

published on November 08, 2014

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Jana Martinová

Jana Martinová

Bratislava, Prague

Search the right candidate around the whole globe

A large CEE based privately owned Financial Group was looking for a Head of M&A, but was interested in someone, who structured, won and executed deals exceeding the usual size of deals in Central and Eastern Europe. We had to approach candidates of the top Investment banks and M&A boutiques in London with a solid track record of references including, but not limited to the region.

We presented a short-list of 3 candidates from London,...

published on October 10, 2014

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Building materials

One of our biggest lessons was to underestimate how hard it would be to hire high level executives for an organsation led by a leader with infamous reputation and increasingly notorious on the market place.

As the client ambassadors, we were to truly represent the client but our candidates kept leaving the search process due to the VP ruined reputation as a stable and credible leader. After presenting 3 batch of short-listed candidates, we had...

published on September 10, 2014

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Jana Martinová

Jana Martinová

Bratislava, Prague

Recruiting for a changing organisation

A large international financial group was moving from a joint treasury and asset management to an independent model only for its banking services. The formally opened the position of a “Treasury manager”, but needed a person with a profile and previous exposure including asset management and compliance. We screened the curricula of people in comparable functions at all local banks and concentrated on professionals of another large group. The...

published on August 10, 2014

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Power Plant

Client: A Leading energy producer and distrubutor – global player

The client locally had purchased a power plant with 1600 employees and we needed to hire a President for them to manage the re-structuring phase of getting the power plant to run at optimal capacity with 500 employees and to be a productive and profitable venture despite all active 5 trade unions present and all collective agreements which were in place and not always good for...

published on July 10, 2014

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Julia Zdrahal-Urbanek

Julia Zdrahal-Urbanek

Managing Director Leading Global Investment Firm

Our client is one of the worldwide leading asset management firms. We had placed the Managing Director Austria in 2008. The candidate had done an outstanding performance and was able to build up great reputation.

In 2013 he left the company due to personal problems, and the client came back to us with the same search assignment. We defined all target companies in several Central European markets and systematically identified the suitable B and...

published on June 10, 2014

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Jana Martinová

Jana Martinová

Bratislava, Prague

A fast solution using our international network

A large privately owned financial group with a big exposure to the Russian market was planning the IPO of its largest company the market leader in life- and non-life insurance in the Czech Republic. They have had approached competition on their own and the final negotiation with the candidate of their choice did not conclude. With regard to the planned IPO they were searching for a CEO with a strong international image/name. We asked our...

published on May 10, 2014

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Car parts manufacturer

The client was starting up their operations in Poland, were delayed in their plans, and struggled with expat GM unfamiliar with local business regulations and reality.

We were to advised on potential successors to GM but within APU manager role. The challenge was to attract a ready made GM who would be willing to take the function lower that his present role and wait for the job to become vacant. We needed a strong candidate but one who wouldn...

published on April 10, 2014

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