A large part of our process is researching and attracting talent from the passive market – those that are not expecting a call and would not fall upon an advert. Clients often have an idea of what they expect to pay. Our job is to affirm what a discipline within a given sub-sector expects based on current rates.
This leads to a structured, informed decision-making process for all – be this to pick from the heart of a given salary range or flex expectations based on rigid salary budgets.
The below provides my audience with a snapshot of recently completed assignments.
Reporting to the German head office, the Managing Director would be responsible for a £60 million operation based in the East Midlands. This site assembles industrial door shutters (inc. servicing) and external / internal door sets.
They serve three main markets – the established house builder market, industrial end users and the growing after sales service sector.
Mark primarily researched MD’s within the roofing, fenestration, structural steel markets. Approaching 47 regionally based MD’s 28 candidates released salary details. Associated case study here
This recycling business is part of a wider global window systems manufacturer that Mark had worked with historically. Created in the 1960’s global sales equate to €1.25bn, through 19 country locations, collectively employing 5000 employees.
The group had recently approved a new, state-of-the-art multi-million-pound site in Northamptonshire. The overarching aim was to make this the flagship site for the recycling arm globally, emulating parts of two plants in Central Europe.
Mark researched 48 businesses regionally who would be aligned to this new sites process. 30 candidates released salaries. The higher salaries below typically came from candidates working for large corporates who directed multi-site operators. Case study here
Health, Safety, Environment & Quality Manager (SHEQ)
This multi-utility connection provider was looking to identify an experienced SHEQ Manager to manage all requirements across their UK operations, leading a team of three H&S Advisors. There was a requirement to drive change in the businesses systems and procedures, together with bringing the employer up to speed.
Mark identified 48 North West based tier one and two contractors. From these 23 candidates released basic salary information. Case study here
This external building product manufacturer generates annual revenues of nearing €2 billion internationally, with revenues doubling to £60 million in the past six years within the Northern Home Counties based UK HQ.
They engaged with Mark to headhunt a newly created Marketing Director role, which would be an addition to their UK senior leadership team.
Mark researched 77 regionally based candidates, with 41 of these being of directorship level (the rest being managerial). 26 of these directors released basic salary details. Case study here