Division President
Location Impact: USA
THE CHALLENGE
Our client, a long-time provider of electronic intelligence software and hardware products for the defense industry, recently received private equity backing. The business, which had operated with a tight-knit, family-like leadership team, had grown significantly through organic expansion and acquisitions. With the company's rapid growth and the CEO needing to focus on broader strategic initiatives and acquisition plans, there was a critical need to hire a Division President to oversee day-to-day operations and lead the existing business through its next phase of cultural and business growth.
THE STRATEGY
To ensure we fully understood the unique dynamics of the business, our team spent extensive time on-site, engaging with the leadership team, employees, and private equity partners. This immersion allowed us to grasp both the investment thesis and the historical success factors, enabling us to craft a precise candidate profile.
We identified the need for a leader with deep expertise in defense electronics, who was entrepreneurial, visionary, and hands-on. The ideal candidate would also need to be an astute people leader who could honor the existing family-like culture while gently guiding the team through the transformation to a larger, more diverse organization.
INDIVIDUALS CONTACTED ACROSS THE US
RECEIVED RESUMES
DIFFERENT STATES WHERE CANDIDATES WERE IDENTIFIED
OF PRESENTED CANDIDATES RECEIVED A CLIENT INTERVIEW
THE RESULTS
Our nationwide search targeted leaders in both large, publicly traded organizations and medium to small businesses in the electronic defense systems space. Given the importance of cultural and leadership fit, we conducted an exhaustive research and evaluation process. We leveraged our extensive defense network and dedicated numerous hours to research to ensure we had identified all candidates who met our technical requirements.
In collaboration with our client, we designed a comprehensive interview and assessment process. Our team interviewed over 50 candidates, narrowing down to a long list of six who were interviewed by the client. This process provided the client with confidence and clarity, ultimately narrowing the field to four candidates for in-person interviews, and finally to two finalists who presented their assessment and 100-day plan to the senior leadership and board.
The selected candidate was unanimously chosen for their unique blend of technical expertise, strategic vision, change management capabilities, and authentic leadership style. This leader's approach resonated deeply with the entire organization, ensuring a seamless transition and positioning the company for continued growth and success.
Next Up: Chief Operating Officer