AmcoGiffen provides a comprehensive range of engineering and construction services, including feasibility, consultancy, design, build, commissioning, operation, and maintenance.
Turnover: £300m, Employees: 1,300, Established: 1970.
AmcoGiffen are a new client, this was the first assignment that we were provided following their appointment of the new Procurement & Supply Chain Director, who we’ve worked with for many years.
The newly appointed Procurement & Supply Chain Director was looking to restructure his team from centralised to decentralised. The first new hire in this process was to support the Scotland region and their portfolio of rail, highways and marine projects.
AR Resourcing were appointed to recruit an Supply Chain Manager to develop and deploy the supply chain strategy for Scotland.
We were briefed to identify procurement and supply chain managers with strong infrastructure project experience from any medium to large main contractor. It was important that candidates had a first class understanding of subcontractors and material suppliers across Scotland.
We provided AmcoGiffin our Contingent Exclusive (Plan 2) recruitment service, we were exclusive for a fixed period to identify, qualify and present suitable candidates.
We contacted our active and passive candidate network across all local medium to large infrastructure contractors.
As this was exclusive, we head hunted from a number of local competitors to identify new candidates, and we prioritised this assignment over all Contingent roles.
We also advertised the role on our website, LinkedIn, job boards and our Job Alerts candidate email to help identify additional candidates.
The challenge with this assignment was finding candidates of an appropriate calibre, as a lead role there would likely be only one potentially suitable candidates in each targeted contractor. When interviewing candidates we qualified their experience of developing and delivering a regional procurement strategy, together with ensuring they had the appropriate senior stakeholder exposure.
Four CVs were shortlisted within two weeks, three candidates were selected for interview.
Only one candidate was invited back for a final interview, and was successfully offered and appointed. As this individual was working for their closest competitor they didn’t feel it necessary to invite any others back for the final stage.
