At the beginning of the project, we looked at the business goal to ensure that our recruitment efforts are focused on achieving that goal. Following this, a face-to-face meeting with the key leaders who were driving the change was organized. In the case of the leadership change, the majority of communication was with the chairman, because we were bringing in critical roles such as CEO, product development leadership, sales leadership and a HR function. After a discussion with stakeholders where the brief is clarified, we talked across the organisation to learn more about the issue and how it could be solved. The next step in the process was to look at the value proposition for what will be offered for each role, whilst also assessing if the roles could be achieved within the parameters and highlighting any areas where there are changes.

From here, we aligned the goals to the recruitment process and proposed a plan, course of action and reporting structure which were agreed with the stakeholder.