Board-level Search and Assessment

Our mantra here at Rowan is, “it’s all about the people”. We know that it’s people that power growth, so where better to start than at the top of an organisation? Appointing an agile, high-quality, forward-thinking Board isn’t important – it’s mission-critical.

Candidates at Board level in SMEs are typically hands-on ‘doers’, regardless of their backgrounds. We know what to look for in a great SME candidate, and will assess their aptitude, personality, leadership style and cultural fit, as well as their technical skills in their chosen business vertical – whether it’s Finance, Operations, Marketing or something else.

Exec-level Search and Assessment

It may surprise you to know that the seniority of a position has no impact on how thoroughly we conduct the assessment process. Our Executive- and Management-level Search and Assessment process has all the same rigour, detail and quality as its Board-level counterpart.

At this level, we typically focus more on technical skills over strategic vision, but with an appreciation that every position and organisation is different. We’re searching for future leaders and thinking about succession planning for the SME, as we to look to forge long-standing relationships with our clients throughout the entirety of their organisations’ lifecycles.

Executive Search Process

ETP® (Evaluate. Test. Perform.) is the methodology we follow when conducting our Search and Assessment assignments. It drives performance and outcomes  that are in line with Private Equity expectations, by assessing people both through referencing, interviews and psychometric profiling, using propriety assessment tools.

That Search and Assessment process entails:

Often, a client will just tell us that they’re looking to ‘improve their Finance function’ or ‘streamline operational processes.’ When the requirement is not precisely defined, we will help our client to shape the assignment in line with the existing team and business plan, and will look to create the ideal match to help optimise team performance.

Regardless of how complete the brief is, we always work very closely with our clients to define responsibilities, key attributes, sector expertise, cultural alignment, managerial style and any other criteria, which we feel will help us to deliver the right candidate, first time.

We consult with our clients to ensure an accurate, go-to-market brief that is both attractive and fair, to ensure it is a fair and accurate representation of the appointment they want to make.

This begins with a thorough market-mapping exercise of companies in, or aligned to, our client’s strategic plan, sector, customer base, products, location and services. Our professional Research team will then conduct a detailed, in-depth search to identify relevant individuals with the skills to meet the brief.

We then make specific approaches to target potential candidates with relevant skills and experience and micro-market the opportunity to them.

We also use Rowan’s extensive networks to seek recommendations and introductions. This may generate potential candidates who haven’t been identified through the search process, perhaps because their sector expertise is historic rather than current, and/or they are out of our target geography.

We will supplement this by looking to identify additional suitable candidates with the right experience, competencies, and personality for our client, who are already registered on our extensive database.

This begins with a thorough market-mapping exercise of companies in, or aligned to, our client’s strategic plan, sector, customer base, products, location and services. Our professional Research team will then conduct a detailed, in-depth search to identify relevant individuals with the skills to meet the brief.

We then make specific approaches to target potential candidates with relevant skills and experience and micro-market the opportunity to them.

We also use Rowan’s extensive networks to seek recommendations and introductions. This may generate potential candidates who haven’t been identified through the search process, perhaps because their sector expertise is historic rather than current, and/or they are out of our target geography.

We will supplement this by looking to identify additional suitable candidates with the right experience, competencies, and personality for our client, who are already registered on our extensive database.

From our internal interviews, we will then conduct final assessments, including thorough referencing of each shortlisted candidate; designed to assess their behavioural proclivities and cultural fit, as well as verification of their professional marketing qualifications and eligibility to work in the UK. It will also include the below psychometric profiling detailed below.

Once our ETP process is complete and we’re 100% confident that we’ve done everything we can to find and assess the best candidates, we will present a well-matched, fair and diverse shortlist that gives clients a range of options. On acceptance, we arrange interviews between the client and any candidates that they would like to meet.

You’ve interviewed the shortlisted candidates, taken into consideration their Cognite behavioural profiles and professional attributes, and decided on the best one for the job.

We will transparently present any offer you wish to make to a candidate, espousing the benefits of the client’s business and acting as an objective mediator, helping to prevent any potential conflict in the early stages of your relationship with your new employee. We will also provide career guidance and look to align candidates to the SME’s growth journey; advising on equity solutions, future progression, potential future business events etc

It’s easy to think that it’s ‘smooth sailing’ from here, however, there are some pitfalls such as counter-offers to consider, which we will manage for you, as great candidates are valuable to a business.

When we’re sure that the candidate is happy with the offer and ready to make the move, we will discuss and decide on a suitable start date, and communicate this to you as soon as possible.

We’re confident in the quality of our candidates and service, and we always aim to build lasting relationships.

The final third of our fee is only payable after 3 months’ successful, continuous employment, and we will also conduct a formal review with both yourself and the new appointee, to assess progress.

We also offer a 12-month candidate replacement period; if your new appointee leaves within 12 months (subject to Ts and Cs), we will find another suitable candidate, free of charge.

It also makes us happy to see our clients enjoying ongoing success and business growth!