White Papers
1. Institutional Sales Markets Team (South East Asia)
The regional office of a major US funds management company wanted to build a team based out of Singapore to capture the relatively untapped institutional sales markets with the focus being South East Asia.
The challenge for the company was to identify two key individuals, one executive and one senior management, to initiate and build relationships with key government and pension institutions across the region. This search was proving difficult for the company, as recruitment firms with research capabilities at global as well as local country level are very few.
PAC worked with the managing director to define the key selection attributes, the challenge being to source high calibre professionals who combined native language abilities (in this case Bahasa) with the educational and technical background necessary to develop their careers in the long term in a multi-national environment. Whilst Singapore was included in the search, as PAC had advised the client that these individuals were unlikely to be located here currently and a successful outcome would be achieved only by conducting an extensive search in Indonesia and Malaysia.
This involved firstly identifying the top investment banks and fund houses in each of these countries and identification of suitable individuals within. PAC leveraged on its research capabilities both at a regional and country level, developed a shortlist of twelve people for the two positions.
The client, impressed by the quality and capabilities of the candidates identified two individuals for immediate employment and earmarked two further candidates as future hires.
2. Future Leaders Program
A global financial services company launched a program to recruit and mentor twelve future leaders. The challenge for the organisation was to define exactly how to ensure that the program would be successful and that the right young executive would be recruited.
PAC worked with the human resources Director to refine the key selection attributes that would deliver the required business outcomes both in the short term and in three years time. These attributes were part experience, part behavioral and part competency and skill. PAC then executed the recruitment program.
With no one database relevant to any search, PAC used multiple channels to source the appropriate people through a global search. PAC identified over 300 possible candidates and interviewed seventy. It project-managed the internal interview process and helped the selection committee to better understand how they should conduct an interview. Seven candidates were offered final places and six of these remain with the organization after more than two and a half years.
3. Chief Executive Officer – Global Search for a Financial Services group
along with new Group Executives and Board Members
A recently publicly listed financial services group requested, via its Chairman, a changing of the guard especially at the top, requiring a new Chief Executive Officer along with additional Board Members/Group Executives to assist the new CEO lead a strategic transformation of the business.
The search team was commissioned to undertake a global search with focus on Asia-Pacific for appropriate candidates. The catch was a CEO short-list required within just six weeks. PAC was able to present the Chairman with a short list within the stipulated time frame and the successful CEO embarked on a significant program to implement the new strategy. He was joined in this by the other new executives: Managing Director Investment Banking, Managing Director Asset Management, Managing Director Product, Marketing & Distribution, Managing Director Research and finally Board Members. The final time frame was eight months to successfully appoint all executives.
4. Treasury Risk Advisory Business – Financial Services Group
Following a restructure of a PAC client’s business, evidence clearly showed their clients needed specific advisory capabilities concentrating on Treasury Risk.
The search team was engaged for a regional mapping process to design a business team that would complement the rest of the group and would integrate smoothly and easily. After four months of exhaustive business/target planning, interviewing, appropriate testing and assessment, a team of three was successfully welcomed into the business, across the eastern seaboard of Australia.