(1) An Ireland-based, semi-state agency, was looking to build a more commercial arm to their organisation. They needed to move away from the traditional hire, which had historically been those candidates, who had come from a similar organisation and could manage the pace and layers that can be found in some of those typical workplaces.

Competency Recruitment’s challenge was identifying those potential candidates from commercial organisations, and opening up a conversation to best present the opportunity, based on the future outlook of the organisation and the long-term vision and how they could be integral to the future success and the personal satisfaction that they would gain over the period of time.

(2) Completely different example – a multi-national FMCG business, needed successful sales people, but on fixed term contracts (12 months). As we all know, if sales people are doing a great job in their incumbent company, they will be well-rewarded and reluctant to leave – even for a permanent role. By comparing and contrasting what wider and longer term opportunities, that might be realised from a multi-national organisation, to what internal opportunities, potential candidates had with their existing companies, we were able to position the role as a possible springboard to greater future opportunities.

(3) A globally-operating company, within the circular economy industry (consumer electronics), with a disparately-located workforce, looking to hire BI and FP&A teams in South America, Europe, including Eastern Europe. A project that required a comprehensive of multiple local job markets, salaries and commensurate benefits, aligning them to existing employees. In addition;- a Global CFO and FP&A Lead – operating out of a high-cost US state, where the client company, really didn’t have the budget to match the prevailing market rates….we got there.

….And we have many more examples, across industries, we can share with you! These are just very recent ones.