SPIE UK is a technical engineering solutions provider for the built environment. They engineer, manage and optimise smart spaces and places leveraging emerging technologies for customers that improve where people work, learn and live.
Turnover: £200m, Employees: 1,800, Established: 2007.
SPIE UK are a new client, this was the first assignment that we were provided following their appointment of the new Finance Director who was responsible for supply chain.
The recently appointed CFO was looking to backfill a Supply Chain Manager role at a more senior level, the scope and complexity of the role increased due to a restructure and the upcoming integration into their new parent company, Imtech.
AR Resourcing were appointed to recruit a Supply Chain Manager to devise and implement a national supply chain strategy.
We were briefed to identify supply chain professionals with at least 10 years supply chain management experience from any construction, engineering or manufacturing industry.
It was important that candidates could demonstrate implementing new business systems, managing department change programmes, together with managing board level stakeholder interactions.
We provided SPIE UK 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 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 with good strength of character, rapport and gravitas to be able to manage the weekly interactions with c-suite stakeholders.
Six CVs were shortlisted within a fortnight, four candidates were selected for interview.
Three candidates were invited back for final interviews, more than one candidate was offerable, and the preferred candidate was successfully appointed.
