Business Unit Technical Manager - Gypsum Products


Our client is part of an industrial group that specialise in the manufacture and marketing of high quality building materials and systems. They pride themselves on the development of their people and have an infrastructure in place that promotes global exposure. Through investment in the best technology and materials, they are more profitable than ever. They strive to continually improve and expand the range of products on offer to their customers.


Our client approached us to work on this fundamental role within the business. We already had a proven track record finding high calibre candidates that truly matched their requirements and we fully understood the unique challenges they faced as an organisation. This was a particularly difficult position to recruit as they were not only looking for someone to head up their technical team this was also closely aligned with marketing and the candidate would also need to have creditability to be able to represent the company at industry events.


A Business Unit Technical Manager was required to head up their technical team and ensure that the existing range of products and systems delivered by the company performed safely, reliably and competitively once installed. The role would play a key role in innovation, by managing the technical development of new products and systems and by helping develop the company's vision for tomorrow. The candidate was to be recognised as the technical expert with regards to any systems performance and sign off technical marketing content.


Through listening to the client, it was clear they this was not only a technical role but they needed someone with gravitas within the market to represent them and also work closely with marketing. It was important that the individual came from their industry sector, ideally having exposure to the same routes to market. Having worked with the client previously we were able to build previously gathered intelligence to draw up a target list of 40 companies to approach. Collingwood wwasable to provide consultancy to the client and suggested alternative companies that that would open up the brief to ensure that we attracted the right talent.

From the 40 companies identified, 57 individual names were gathered from our research and referrals. All were confidentially approached by phone and the client was updated weekly with details on the progress regarding interested candidates. 


From an original long list of 10 interested candidates, Collingwood met 6, assessed, wrote reports and shortlisted 3. The client met all 3 with 2 invited back to second interview and a subsequent offer was made. From there Collingwood managed the offer and negotiation from the candidates notice period through to the start date. 

Throughout this process Collingwood proactively engaged with the client to provide advice and guidance, ensuring our client did not miss out on appointing the best candidate for the role.