Following the acquisition of a well-established regional distribution company, the new ownership team, lacking direct experience in warehousing, fulfillment, and distribution, recognized the need for operational leadership but initially underestimated the scope of the role. They began their search thinking they needed a junior-level Operations Manager.
However, the business was experiencing stalled growth due to the absence of a strategic leader. Without clear expectations or alignment with market conditions, the hiring process was misaligned from the start. It became clear that the company needed someone to manage warehouse operations and a true executive who could oversee business operations and drive scalable growth. The client required a skilled recruiter and a strategic advisor, making Perpetual Talent Solutions’ Partner-led model the ideal fit for the engagement.
We began by listening carefully to the CEO to understand the organization’s pain points and determine what the business needed, not just what was assumed. Through this consultative process, we provided market insight that led to realigning the role before launching the search, ensuring time and resources weren’t wasted on the wrong candidate profile.
A targeted talent mapping campaign was then executed, showcasing a range of candidates with varying levels of experience. This approach helped the CEO visualize the potential value that different leadership profiles could bring to the business. We recommended a structured, multi-step interview process, including an initial screening, onsite observation sessions, and one-on-one debriefs. These steps allowed for more informed, synergy-focused decision-making.
We advised the CEO on compensation benchmarks, candidate expectations, and interview strategy throughout the process. Our guidance enabled him to evaluate candidates more strategically and supported a more deliberate decision-making framework from the first conversation through the final offer.
As the process evolved, the CEO decided to elevate the role from Operations Manager to General Manager to reflect the broader leadership needs of the business. Two exceptional finalists emerged from the interview process. The first candidate accepted the offer but later received a counteroffer from their current employer.
Rather than engage in a bidding war, despite potentially resulting in a higher fee, we advised the client to prioritize long-term value and stability. We proactively re-engaged the second finalist, a highly qualified candidate who had been thoroughly vetted throughout the process. The conversation was seamless because of our relationship and transparency with him. He accepted the offer and is thriving.
The original candidate exited the process professionally and expressed interest in future opportunities with the organization. Meanwhile, during the notice period, we partnered with the CEO to design onboarding best practices, build an executive integration framework, and schedule ongoing post-placement check-ins to ensure a smooth and successful transition.
This engagement underscores the critical role of serving as a strategic advisor in executive search, especially during times of operational challenges or leadership changes. Perpetual Talent Solutions guided the CEO in redefining the role, leading to a highly suitable executive hire who is already demonstrating a measurable impact.
