Corporate Fuel Leadership Recruitment

The Right Leaders Create Real Value

In the course of our advisory work, we get to know the companies we serve in every dimension and develop a close relationship based on trust. Our approach in reviewing any business includes establishing a strong understanding of the total organization and its leadership, in addition to the strategic, financial and commercial considerations. When companies get the leadership talent right, this has a powerful impact on business results. Companies cannot win in the marketplace without the right leaders to execute critical plans and create real value.

Middle Market Focus

• Corporate Fuel's middle market focus provides us with a distinct perspective, enabling us to deliver an unparalleled service to our clients looking for leadership talent.
• Our searches draw on a reservoir of talent resources arising from personal relationships with accountants, bankers, attorneys and professional human capital intermediaries. We have special access to credible candidates from the start – individuals who are known and respected by the referring sources.
• Recognizing that senior management resources may be the most precious and hardest to locate, we follow a stringent process that is consultative, focused and confidential.

 

Please see below to learn more about our recruitment service

Recruitment Assignments
Recruitment Process
Case Studies

Leadership Recruitment Assignments

We are often asked to help identify and onboard key members of the executive team or Board to support the strategic goals and execution needs of the business.

• President/CEO
• Chief Operating Officer
• Chief Financial Officer
• Marketing, Sales or Technology Executive
• Interim Executive Roles
• Board Director

Succession Planning and Ownership Transition Planning are also frequently the impetus for identifying new senior level talent in the businesses we serve.

• Adding leadership talent assures business continuity and value in the event of key leader or founder loss.
• Adding senior talent may support the growth and development of youthful family members.
• Adding institutional leadership eases the eventual sale of a company.
• Adding leadership talent and retaining ownership of a business is often more economic than an outright sale of the business.

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Our Recruitment Process

• Business Analysis
  Every engagement begins with a thorough business analysis, assessing historical results in a competitive market review, identifying macro market conditions and attributes of high performing companies within the market.
• Organization Review
  We review the organization structure, strengths and weaknesses of the existing management team, and company culture.
• Clarify Goals
  We develop an understanding of long and short-term business objectives and the requirements critical to success.
• Position Description
  From this extensive background work, we create the position description: define roles and scope of responsibilities, and identify core traits and skills necessary for candidate success.
• Evaluate Candidates
  We then evaluate identified leadership talent against established position requirements. Pre-employment assessment tools and compatibility instruments can be utilized to create good mutual fit.
• Engaged and Available
  During the interview process, we are engaged and involved -- available to discuss and assess the candidates with hiring managers.
• Integration
  We are committed to ensuring a productive candidate integration. After a candidate begins working, we follow up to review performance and manage any issues that may arise.

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Talent Case Studies

Case Study – Store Fixtures Company

• A fast growing store fixtures business had outgrown the existing managers' leadership experience. In addition, while existing management enjoyed participating in selling and production activities, the organizational, administrative and financial aspects of the business had little appeal.
• As a result, the business was over-extended and poorly managed.
• Corporate Fuel identified a well-regarded Chief Operating Officer who could bring discipline, experience and leadership skills to the company.
• The company's growth has accelerated as management has been allowed to focus on the activities that they enjoy, while the operating discipline of the business has significantly improved.

Key Takeaway: Management recognized that the company was growing beyond their capability. Corporate Fuel identified a well- regarded executive who could provide the experience and rigor necessary for the company to continue to succeed.

Case Study – Architectural Design and Engineering Company

• An innovative architectural design firm had grown to include over 30 domestic and international offices. The CEO was being drawn away from strategic issues and corporate development by the pull of daily operating and financial concerns. This fast-paced business demanded the full time attention of a broader executive team to integrate widely-dispersed operations and sustain growth through challenging market conditions.
• In back-to-back searches, Corporate Fuel identified top professionals to take on newly-defined executive roles as Chief Operating Officer and Chief Financial Officer.
• This team has brought capable leadership experience to the organization in a collaborative style that fits the company culture and supports the objectives of the CEO.
• The CEO is now free to concentrate his efforts on strategic growth imperatives while his executive team maintains operational stability and financial capacity.

Key Takeaway: Company leader needed additional executive support to sustain success and growth of the company. Corporate Fuel identified two seasoned executives who could support his strategic goals and fit in with the company culture.

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