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Case study

Head of HR for a Start-Up IT Company

Industry
Technology
Role
Head of HR
Client
Cloud infrastructure start-up

The Background

Our client is a technical services company that specializes in providing cloud infrastructure solutions to their customers. They needed a Head of HR to lead the people and culture strategy for their growing start-up organization.

The role would report to the CEO and function as a business partner/advisor to him and the local senior stakeholders on matters impacting their people. Of utmost importance to the client, was finding a candidate who would embody their core values, and their mission and vision, whilst driving their growth and expansion.

Curran Daly had been approached directly by the CEO, who proceeded to interview several recruitment vendors based in Manila. Whilst they wanted a trustworthy search firm that could represent them well in the market, they were also keen on finding a company with whom they could establish longstanding partnership. After a thorough discussion with the CEO, which paid particular attention to our working style, processes and track record, Curran Daly was selected as their partner for this assignment.

The Process

Curran Daly met with the designated HR consultant to discuss their ideal profile, their work culture, and their hiring process. We agreed on weekly touchpoints to discuss candidates interviewed, and other relevant updates.

Curran Daly prepared an initial long list of around 30 candidates for the role who qualified in terms of the key selection criteria that had been agreed with the client. These candidates were a mix of talent from our extensive database, our local networks, along with several who had been approached via several online platforms.

After thorough interviews with Curran Daly, 7 candidates were shortlisted and presented to the client.

The Outcome

The strongest and most aligned candidate, based on the Curran Daly ranking, was scheduled for interview first, and the interviewers, including the CEO were extremely happy with her.

For the sake of due diligence, they interviewed the remainder of the candidates but in the end they selected the first candidate they had talked to. Character reference checks were conducted, where the CEO himself spoke to one of the candidate’s former supervisors, thus he was able to validate the impressions and findings from their interview with a former manager who knew the candidate very well.

The successful candidate was a strong match to the clients’ work culture and leadership style. She mirrored their passion for supporting employees and was able to articulate what she could bring to the table in alignment with their goals and mission and vision.

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