Context: A leading multibillion-dollar global aerospace company required a VP, Head of Brand Experience, to oversee a team of over 80 multicultural communications professionals across various countries. The role was pivotal in shaping the company’s brand strategy, managing promotional activities, and leading major events. The position reported directly to an Executive Committee Member and was part of the executive leadership team in Communications.

Key Responsibilities:

• Define and implement strategies for brand experience.
• Manage brand evaluation and performance metrics.
• Lead and activate significant advertising campaigns.
• Oversee planning and execution of major company events and exhibitions.
• Cultivate creativity within the communications teams to innovate for business needs.

Candidate Qualifications:

• Extensive leadership experience (10-15+ years) in communications, marketing, or as an artistic director, preferably with international exposure.
• Deep expertise in brand management, with a plus for international event and exhibition management.
• Proven leadership in managing diverse teams in a matrixed, dynamic environment.
• Fluency in English, with proficiency in an additional language being advantageous.

CEO Worldwide’s Recruitment Process:

1. Candidate Sourcing and Screening:
   • Initial Pool: From an extensive pool, CEO Worldwide identified over 120 potential candidates.
   • Interest Confirmation: Conducted preliminary interviews with 40 interested candidates, narrowing down to 10 for the shortlist.
2. Company Interviews:
   • First Round: Six candidates from the shortlist underwent:
     • An operational video interview focusing on job-specific skills and experience.
     • An HR & Leadership video assessment to evaluate leadership qualities and cultural fit.
   • Final Round: Two top candidates were selected for final 4 interviews at the company’s headquarters.
3. Outcome:
   • Recruitment: The aerospace company successfully appointed their new VP, Head of Brand Experience within 6 months from initiating the search with CEO Worldwide.
   • Timeline: CEO Worldwide managed to provide a shortlist in 10 days to 3 months, whereas the internal selection process by the company took an additional 3 months.

Analysis and Feedback:

• Efficiency: CEO Worldwide demonstrated agility and efficiency in candidate selection, significantly reducing the time from search mandate signature to shortlisting.
• Quality of Candidates: The quality of candidates presented was noted as exceptional, particularly in matching the complex skill set and cultural fit needed for the role.
• Service Delivery: The support from CEO Worldwide was comprehensive, offering not just candidates but also strategic advice and logistical support throughout the hiring process.
• Client Satisfaction: The aerospace group expressed high satisfaction with CEO Worldwide’s services, appreciating the swift response, candidate quality, and the ongoing support which facilitated a successful recruitment in a 6-month complex administrative and operational process that involved several high level cross-functional stakeholders.

This case study illustrates how CEO Worldwide effectively navigated the challenges of finding a senior executive with a nuanced skill set for a multinational corporation. By providing a tailored, high-caliber candidate pool and maintaining engagement throughout the recruitment process, CEO Worldwide not only met but exceeded the expectations of their client, ensuring a strategic and cultural match for a critical leadership position.