Hiring a Group Finance Director – Healthcare

THE CLIENT

Our client owns a portfolio of small companies. The individual businesses are diverse but focus within the care sector with some technology element. The group of companies have grown well since inception a few years ago. There are plans in place to continue to scale the businesses and an exit in the next 5-7 years. As part of an ongoing programme of investment in the Senior Leadership team the Client wanted to appoint a new Group FD capable of guiding the company during this important next phase of growth.

THE ROLE & ITS CHALLENGES

The next phase of growth is critical to the Client. The existing incumbent didn’t have the experience and skill set to drive change, implement systems, acquisitions, scale a finance team or the experience in preparing for a successful exit. It was important to target Candidates that had worked within SME’s previously and had been the driving force on the journey to exit. This became the main challenge in pinpointing the right person.

In addition, it was helpful that someone had knowledge of the healthcare or care business. This wasn’t critical but a nice to have. Part of the role was also to actively participate in numerous acquisitions that would take place. An individual that could also develop, mentor, and grow the finance function as the overall group grew. As it was a relatively small group of companies cultural fit was essential. The owner and CEO would work closely with this person, so the relationship between the two was important.

Finally, there was a degree of urgency with this appointment as the existing FD was due to leave within 3 months.

THE SOLUTION

Having already successfully worked with the Client before within two of his businesses we had a clear idea of the culture and type of person that would work well with the CEO. We’d met him on several occasions, and he’d been very generous with his time to inform us of his overall plans and ambitions for the business. The briefing was detailed and the desired outcomes very clear.

We had very tight research parameters that highlighted Candidates that worked within SME businesses and had demonstrated successful exits. We also prioritised those Candidates that had experience within the relevant industries.

With our structured communication plan and with the use of tailored messaging we were able to quickly generate a very high level of interest.

SUMMARY OF ACTIVITY

THE RESULT

With our structured communication plan and with the use of tailored outreach we were able to quickly generate a high level of interest.

After conducting many discovery calls, we were able to focus in on 5 possible Candidates. It was clear that one Candidate stood out as he had performed this type of role successfully on two occasions.

Having interviewed the 5 Candidates a total of 2 were presented to the Client. 1 was interviewed by the CEO. After a half day meeting with the Candidate the CEO instructed us to present an offer that was accepted.

Collingwood Executive Search specialise in recruiting senior level roles with the Medical Technology & Healthcare Services / Providers Industries. For further details of work we have successfully completed within these industries, here are our case studies.