A Critical Chro Search Exceeded Typical Results

Rapidly scaling manufacturing firm with a line-of-sight to $1B within 36 months.

How we helped

A complex manufacturing firm was experiencing explosive (300%) year-over-year growth and had line-of-sight to $1B in revenue within the next 3 years.  In conjunction with this revenue and demand for product growth, the need to expand, add employees, and leadership was urgent and key to their continued success.  However, while significant investments had been made in sales, facilities, robotics, and R&D, the foundational structure and leadership of the human capital space had not been addressed.  Further, this firm had limited to no experience with executive or external search partners.


Clearly understand business strategic and tactical growth plans Assess Senior Leadership Team Analyze and design Human Resources future state (straw man) Conduct and Instruct/Guide Executive Search


160 potential candidates considered; narrowed to 15 sub-finalists; over 50 interviews conducted Complete Leadership Assessment conducted on top 9 potential finalists Aligned – Matched top leadership candidates against role and firm success profile Presented 5 thoroughly assessed (multivariate assessment) to firm Hired: Successfully hired Chief Human Resources Officer (CHRO)


Through a close partnership with C-Suite leaders and firm founders, we discussed, understood, and recommended multiple courses of action beyond simply hiring a CHRO. The need for a more robust Human Capital and Leadership Development strategy was at the heart of all future success. Still, it would begin by getting the right leader who could identify, lead and facilitate the complete re-design, build-out of L&D, HRBPs, and Talent Acquisition departments. A 1 and 2-year HR transformational plan is currently being developed that will ensure that the current leaders are both growing and capable of scaling, along with the design of an EVP and Talent Team that can drive the hiring of the right people for this valuable brand.

of executives are not confident in their own talent pipelines.
According to a study by the New York Times, Since January 2021 job posting increased by 35% while applicants have decreased by 20%

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(S) Talent and HR Consulting


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