Tilbury Douglas is a leading UK building, infrastructure, engineering and fit out company. They deliver vital projects across a range of sectors including health, education, highways, justice, defence, aviation, water and environment.
Turnover: £535m, Employees: 1,200, Established: 1884.
Tilbury Douglas are a new client, this was the first assignment that we were provided following the departure of the previous Head of Procurement & Supply Chain.
Following the demerger from Interserve, the Commercial Director was looking to backfill the Head of Procurement & Supply Chain vacancy at a more senior level.
AR Resourcing were appointed to recruit an Procurement & Supply Chain Director to create and deliver a national procurement and supply chain management strategy.
We were briefed to identify procurement and supply chain leaders with mainly construction experience from any medium to large main contractor. It was important that candidates had experience of creating procurement strategies nationally or for a business unit, and had the resilience to manage a significant change programme.
We provided Tilbury Douglas our Retained Executive Search (Plan 1) recruitment service, we were retained as their sole recruiter to identify, qualify and present suitable candidates until we filled the assignment.
We contacted our active and passive candidate network across all national medium to large construction contractors.
As this was retained, we head hunted from a large selection of national competitors to identify new candidates, and we prioritised this assignment over all other roles.
The challenge with this assignment was finding candidates of an appropriate calibre who were willing to consider opportunities for a newly created business, demerging from a struggling group. We needed to work really hard to win over candidates and explain that the new company was stable and managing lower risk, lower complexity projects from a stable economic footing.
When interviewing candidates we qualified their experience of creating and delivering a national procurement strategy, together with ensuring they had the appropriate board level stakeholder exposure.
Six CVs were shortlisted within two weeks, six candidates were selected for interview.
Three candidates was invited back for a final interview, and the successful candidate was offered and appointed.
