vs. traditional executive search fees
together with a pipeline of future talent for the business
and how this key function looked in other companies
Our client had grown rapidly in recent years and was highly thought of within the NHS nationally, known for the quality of its work. Following a short period of consolidation, the business was seeking to grow further across 2023 and beyond, exploiting new opportunities in a highly buoyant market.
The business had a strong team of Service Delivery Managers, adept at winning work reactively and then delivering through clinical teams. A 360 role, in effect. Whilst this model had proven successful to date, the business recognised that there was a need for a separate business development function that could identify and win new work, allowing Service Delivery to concentrate on execution.
As such, our client was keen to make a ‘new business development’ hire at Director or Manager level; the first of its kind in the business and a key role.
Reporting to the Managing Director, the successful candidate needed to have a strong track record of winning work within the NHS, ideally at C-Suite level, and an intimate knowledge of the politics, funding landscape and procurement process of this national institution.
Candidates could be based anywhere in the UK and could come from insourcer/outsourcer organisations, private healthcare providers or service businesses selling a range of solutions into the NHS.
Given the specific requirements of the role, the restrictive size of the talent pool and the fact that this was an entirely new function for our client, we understood that our search needed to be thorough and leave ‘no stone unturned’.
We commenced the project by mapping the market to generate potential candidate options, spending six weeks identifying and engaging with talent from the various target areas across the UK.
Our focus was on senior business development, sales and commercial individuals, selling a range of solutions to the NHS. Our understanding of the marketplace allowed us to expand the target list and open up wider candidate opportunities beyond initial target lists.
In total, we generated 19 suitable candidates at various levels in different regions of the UK. This long-list was supplied to the client via weekly updates, with details of each candidate’s experience, track record, education, remuneration and fit with the role.
From this list, the client took a number of candidates through an interview process involving numerous stakeholders.
A candidate from a ‘NFP’ healthcare provider was subsequently offered and accepted the role. Beyond this hire, our client pipelined a Regional BDM in Scotland, the same in the North West and a senior individual skilled in bids for future hiring, none of which will cost our client any additional spend.
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