Turning Skepticism into Success: Hiring a Director of Compliance

Client Background:

Our client is a leading global strategy consulting firm with whom we have built a longstanding and successful partnership. Over the years, we have consistently delivered exceptional talent solutions, earning their trust and respect. Despite a temporary slowdown in their hiring activity due to an economic downturn and increased reliance on their internal Talent Acquisition team, we remained in regular contact, ensuring we stayed attuned to their evolving needs. 

The Challenge:   

The client approached us to address a pressing challenge: hiring a Director of Compliance. This critical role required a candidate with the perfect balance of experience, paired with strong expertise in Anti-Bribery and Corruption (ABC) policy. The client’s internal Talent Acquisition team had previously attempted direct hiring for the role but faced difficulties due to the niche and limited talent pool available. Adding to the complexity, the ideal candidate needed to possess the right emotional intelligence (EQ), align culturally with the organization, and fit within a defined budget. Furthermore, the role was highly time-sensitive, and the hiring manager was initially unsure about our ability to deliver, given our broader expertise beyond compliance-specific placements.  

Our Approach: 

1. Comprehensive Consultation: We swiftly arranged a detailed call with the client to fully understand the role's requirements, challenges, and strategic importance. Drawing on our deep understanding of their business and culture, we assured them of our capability to find the right fit, leveraging our proven track record in similar high-stakes placements. 

2. Targeted Talent Search: Leveraging our extensive network and research-driven methodology, we immediately initiated a targeted search. This proactive strategy allowed us to quickly identify high-potential candidates and demonstrate our agility and preparedness. 

3. Rigorous Shortlisting: Through a meticulous assessment process, we identified a refined pool of candidates who aligned closely with the role’s demands. This streamlined approach minimized the client’s involvement in early-stage outreach, allowing them to focus on evaluating the final contenders. 

4. End-to-End Relationship Management: Acting as a strategic advisor, we facilitated seamless communication between the client and candidates, preparing both sides for success. This included providing insights on candidate strengths and ensuring alignment of expectations throughout the process.  

   
   

Results:  

Within 2 weeks, we presented three strong candidates, one of whom was ultimately hired. The hiring manager, initially skeptical, was impressed with our responsiveness and ability to present a highly relevant shortlist. Our success was underpinned by our longstanding familiarity with the client’s culture, commitment to excellence, and ability to manage relationships effectively. 

Key Takeaways: 

• Trusted Partner: Our longstanding relationship and proven track record positioned us as a reliable partner. 

• Agility and Efficiency: We showcased our ability to deliver exceptional results under tight timelines, showcasing the value of our network and expertise. 

• Advisory Expertise: Our hands-on approach ensured clear communication and alignment, enabling a smooth and efficient hiring process. 

  
  

This case exemplifies the value of trust, adaptability, and a deep understanding of client needs in executive search. By maintaining an unwavering focus on delivering tailored solutions, we reinforced our role as a trusted advisor and recruitment partner.