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The Importance of Workforce Planning in an Organization’s Success

April 28, 2014

In light of the global labor shortage, workforce planning has become integral to many businesses.

“The Great Resignation” and volatility within the demand for employment have been a challenge for consumer companies looking to guarantee that they have staff with appropriate abilities in the right places at all times.

Poor workforce planning can result in a critical shortage of senior-level skills today. 

As an employer, you should have a comprehensive plan or strategy outlining your resources and staffing needs.

Workforce planning is essential to achieving the objectives of the said plan as it will equip your business with the tools necessary to meet those goals.

In this blog post, we’ll discuss what workforce planning is and why managers today are finding it as the key in sustainable business growth.

What is workforce planning?

  • A business imperative; an executive responsibility
  • A core business process and strategy to ensure that the right number of people with the right skills is in the right place at the right time to deliver short- and long-term organizational objectives (CIPD)
  • According to the Office of Financial Management, workforce planning is essential for optimizing organizational performance – it serves as a tool that allows business leaders to match their employees with their objectives and address any current or future staff challenges.
  • A strategic response to changes in workforce demographics, business models and economic conditions – and in today’s environment, it’s more important than ever (Watson Wyatt Worldwide).
  • A continuous future focused process concerned with aligning the needs of the employee with those of the business and vice versa. It requires the examination and understanding of different type of occupations; global advantages; insulated and vulnerable occupations; supply and demand gap analysis; and evidence-based and targeted workforce development strategies – recruitment, retention, growing or buying your workforce and job redesign (Workforce Planning Australia)

As we look to 2023 and beyond, businesses must prioritize workforce planning to avoid any labor supply issues that could impede our progress. 

By taking proactive steps now, your business can ensure the future success of its consumer operations.

Workforce planning is all about vision and foresight. Businesses should ask the following questions such as;

  • What are the goals and objectives of the company?
  • What does the future of this business look like, and where is it heading?

Developing an effective workforce strategy requires a thorough comprehension of your business objectives. 

When you have determined short and long-term goals, you are ready to craft a successful staffing strategy.

An effective workplace planning strategy can be instrumental in helping your business craft unbeatable recruitment, retention, and engagement strategies.

Detailing each step gives your process a well-defined structure that simplifies execution.

Furthermore, asking questions on what needs to be attained on that vision is necessary, such as;

  • What is the organization’s plan to achieve sustainable growth?
  • What areas will expand or shrink? 
  • Who will be involved in attaining the goals?
  • What resources will be required? 
  • Are the skills and competencies needed to gain a competitive advantage being developed currently within the organization? 
  • Will there be a need to recruit in certain areas? If so, how many people will be needed?

Workforce planning helps corporations evaluate their existing staff resources and determine the necessary measures to meet upcoming staffing needs.

Senior management involvement is a must to gather accurate data regarding each department’s current and future staffing requirements. 

When planning with a C-suite, the CEO, COO, CFO, CIO, and other executives must also contribute their input.

By taking a strategic approach, you can establish an effective workforce plan that procures the necessary talent for your business now and in the future.

Think of your workforce like a team of players; having the vision of any threats or opportunities in an upcoming match, you can create a strategy that sustains your players and utilizes them (employees) when needed.

Examples and Steps on What Happens in Workforce Planning

Regarding workforce planning, there are many templates and models available from industry veterans to help get you started. 

Ultimately, the details will be determined by your organization’s distinct components, like the job description, the type of industry, the location, the employment framework, and the demographics of the workforce.

Here are two examples of workforce planning for you to understand what and how the process works.

Five Steps of The Office of Personnel Management’s Model

STEP 1: Craft a strategic direction

By linking your workforce planning process and business plan, along with their corresponding work tasks, you will be able to achieve both short-term and long-term staffing goals. 

This comprehensive approach will ensure that your company has the resources it needs for sustained success.

STEP 2: Assess and analyze your workforce, detect any deficiencies in their skillset, and conduct an extensive employee analysis.

Estimate your current staff and how it may fluctuate with growth, contraction, or turnover.

Pinpoint the people you need to accomplish your mission and goals in terms of type, amount, and location.

Finally, determine any discrepancies between what is now available versus what will be necessary for the future success of your enterprise.

STEP 3: Create an action plan

Uncover tactics to fill staffing shortages, establish gap-filling processes, and track your progress.

These strategies include: Employing staffing, teaching/updating skills, reorganizing structures, outsourcing tasks, preparing for transitions in leadership roles, utilizing technological advances, etc., which are effective strategies.

STEP 4: Execute the action plan

Establishing the right resources, personnel roles and responsibilities, communication methods, marketing strategies, and efficient coordination of these components will ensure that your plan succeeds in accomplishing its strategic objectives.

STEP 5: Monitor, evaluate, and update the action plan

For this step, it is essential to check progress against milestones and assess for ongoing improvement.

In addition, we should modify the plan accordingly to make corrections and address any new workforce problems that may arise.

4-Step Process of the Society for Human Resource Management

STEP 1: Supply analysis

In the “supply model” or “staffing assessment,” organizations need to assess their current employees concerning the quantity, skillset, diversity of workforce demographics, and protected classes, as well as estimating attrition. 

This step will help them better understand the state of their organization’s workforce supply.

STEP 2: Demand analysis

Known as the “demand model,” this procedure necessitates inspecting your future company designs and aspirations. 

The purpose is to determine if the workforce exists within reach to meet approaching industry needs and how you can acquire the necessary expertise to realize these future business goals.

STEP 3: Gap analysis

This step examines the gaps between labor supply and demand to recognize skill imbalances. 

For instance, it will reveal how many of your current employees possess the skills needed for future business demands and where you might need to let go of staff members who lack these abilities.

STEP 4: Solution analysis

Understanding how to ensure your staffing needs are met now and in the future requires an insightful strategy. 

Implementing tactics such as recruiting, training, outsourcing, employee development, retraining, and succession planning can help you maintain a well-equipped workforce that meets your company’s objectives.

Why is it important for managers?

Having good workforce planning can change the way that an organization makes decisions. Good workforce planning allows organizations to see what could happen and it tends to make decisions on people more objectively and based on data. 

As with any collection of data, there can still be gaps in information, but workforce planning helps to change the conversation from “I think we need this many people” to “if this situation were to occur we need this number of people with this type of skill” and then be able to supply the best options for acquiring and retaining those people.

Without a workforce plan, organizations could undoubtedly lose large numbers of senior and key employees and also be unprepared for the market changes and ill-equipped to hire the best talent in a competitive and evolving global market.

Workforce planning also offers numerous advantages, such as better employee retention, the capacity to pinpoint and acquire talented workers, revealing skill deficiencies inside your team of employees, optimizing workforce budgeting decisions, and much more. 

Furthermore, it readies your business for what is to come by furnishing you with clear visibility and direction over the staff needed in a swiftly changing marketplace while equipping you to conquer upcoming challenges.

Related: Becoming a Better Hiring Manager: Your Vital Role in the Hiring Process

Final Thoughts

To guarantee that all the right people are optimally placed for success, Workforce Planning is essential in every recruitment process.

It evaluates your current workforce and identifies future staffing needs so you can make informed decisions as your company grows.

Strategic workforce planning provides a lucrative advantage over competitors, allowing an organization to manage staffing needs while guaranteeing productivity and economy effectively.

With this type of forward-thinking strategy, organizations can remain ahead of competitors.

Carefully consider your plan to ensure that your business achieves its maximum potential and avoids any possibility of failure.

Does your organization have a current workforce planning strategy in place? What are your experiences with workforce planning? Share in our comments box below.

References:

Ferguson, G. (2023, January 9). Everything You Need to Know About Workforce Planning. Retrieved on January  13, 2023 from https://www.zenefits.com/workest/everything-you-need-to-know-about-workforce-planning/

Rogers, K. & Jones, C. (2023, January12). Consumer Trends 2023: A global perspective on labour supply. Lexology. Retrieved on January 13, 2023 from https://www.lexology.com/library/detail.aspx?g=2d514476-5e31-4d17-866e-2ca5552ffb60

By: Curran Daly + Associates

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Jerry Amores

Practice Lead, Banking, Financial Services, and Insurance

 [email protected]

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Areas of Expertise

Manager to C- Suite Level

Banking (Retail Banking, Corporate Banking, Investment Banking, Private/Wealth management, Digital), Financial Services (Traditional, remittance, alternative finance, fintech), Insurance ( Life, Non-life, Reinsurance, Insur-tech)

With over 11 years of Executive Search experience, Jerry Amores has built a strong track record in leading talent acquisition strategies and delivering end-to-end recruitment solutions across APAC. His expertise spans Banking, Financial Services and Insurance (BFSI), Recruitment Process Outsourcing (RPO), and a wide range of Talent Solutions, allowing him to support organizations with scalable, efficient, and high-impact hiring programs.

Jerry brings nine years of management experience, during which he has led multi-geography recruitment teams, strengthened operational performance, and fostered strong stakeholder partnerships. He has consistently driven process optimization, team development, and service excellence, while managing senior client relationships and ensuring the successful delivery of executive, specialist, and volume hiring projects.

Grounded in his background in Psychology, Jerry is deeply passionate about mental health and people development, which shapes his leadership philosophy and collaborative approach. He is committed to creating supportive, productive, and growth-oriented environments—both for his teams and the clients he serves—while continuously elevating recruitment standards and talent strategy impact.

 

Pam Delas Alas

Client Relations and Digital Marketing Lead

I shape the digital presence of Curran Daly & Associates through thoughtful branding, strategic content, and marketing that connects with the right audience.

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LinkedIn

Pam is a digital marketing and client relations professional with nearly a decade of experience in B2B lead generation, brand strategy, and early-stage sales enablement. She specializes in content that connects, campaigns that convert, and client journeys that start strong.

She started her marketing journey in 2016, gaining hands-on experience in business development, campaign execution, and client acquisition. She later took on lead generation and digital asset management as a Digital Marketing and Client Executive. Today, she drives branding and marketing at Curran Daly & Associates—boosting SEO visibility, launching outbound campaigns, and supporting lead generation and client onboarding. With a sharp eye for strategy and a collaborative style, Pam helps turn first impressions into long-term partnerships.

She holds a Bachelor’s degree in Marketing Management from Far Eastern University – Diliman and is passionate about using content to elevate brand image, drive recall, and support business growth. Her work spans branding, digital strategy, SEO, and client acquisition—contributing to how the firm builds presence and fosters long-term success.

Honey de los Reyes

Financial Controller

I bring discipline and dedication to finance and accounting—driving growth by transforming numbers into strategic insights, anchored in integrity and operational excellence.

[email protected]

LinkedIn

Honey is a results-driven finance leader with over a decade of experience in accounting, taxation, and financial operations—spanning both professional service firms and corporate finance environments. She brings together deep technical proficiency and a commercial mindset to streamline financial systems, ensure full regulatory compliance, and support strategic growth.

As a Certified Public Accountant, Honey started her career in public practice, gaining a strong foundation in audit, tax, and regulatory advisory. She later transitioned into corporate finance, where she broadened her impact by managing end-to-end finance functions—from daily operations and payroll to high-level budgeting and forecasting.

She joined Curran Daly & Associates as Financial Controller, where she plays a critical role in financial leadership, systems transformation, and business process optimization. Beyond financial reporting, Honey partners closely with operational and executive teams to strengthen internal controls, drive cost efficiency, and support long-term planning.

Throughout her career, she has developed a strong reputation for operational excellence, collaborative leadership, and unwavering integrity. She brings both discipline and heart to her work—mentoring and empowering stakeholders with clear, actionable financial insights.

Honey holds a Bachelor’s degree in Accountancy and is a licensed CPA in the Philippines. She is passionate about continuous improvement and upholding financial excellence in a rapidly changing business environment.

 

James Kopp

Regional Director

Trusted recruitment partner for senior roles in CX, Sales, Operations, and Transformation across Southeast Asia and ANZ.

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LinkedIn

Areas of Expertise
Specialising in retained search assignments for senior and executive level leadership roles.

James Kopp began his executive search career in 1996 with de Jager Executive Search in Sydney, specializing in Automotive and Technology markets.

He later held leadership roles at Interim Technology, Spherion, and Korn Ferry Futurestep, before establishing Curran & Associates Melbourne in 2005.

For over 20 years, James has been Director of Executive Search at Curran & Associates, focusing on IT, Sales, Operations, and CX senior appointments across Australia and Asia.

He recently joined sister company Curran Daly & Associates to support executive search across the APAC region.

Previously, James spent 15 years at Toyota Motor Corporation Australia, leading regional and national divisions, including Lexus and Customer Relations. He holds qualifications in business and human resources and is a certified EQ-i 2.0 and EQ 360 practitioner.

 

Cess Rañola

General Manager, Recruitment

Passionate advocate of Human Resources with more than a decade of bringing people and opportunities together.
 [email protected]
LinkedIn
Areas of Expertise
  • Executive Search in FMCG,
  • Renewable Energy,
  • Industrial Manufacturing,
  • Infrastructure,
  • Semiconductor,
  • Real Estate & Construction,
  • 3PLs and Hospitality

Princess “Cess” Rañola has been bringing people and opportunities together for more than a decade as a Talent Acquisition Leader and Strategist for both internal and external firms, including Fortune 500 and local conglomerate companies. Throughout her career, she has skillfully combined her business sense, strong people skills, business growth, and strategic approach that impacts all of her stakeholders.


She joined Curran Daly as one of its transformation leaders in 2023, responsible for overseeing the recruitment operations in the Philippines—all while performing senior management and executive-level assignments in a variety of industries. Cess has a strong reputation and a good eye for finding the right candidates for every role— with a successful track record recruiting top talents from entry-level positions to C-suite executive leadership roles in a wide range of industries, including but not limited to Fast Moving Consumer Goods (FMCG), Renewable Energy, Industrial Manufacturing, Infrastructure, Semiconductor, Real Estate & Construction, 3PLs, and Hospitality. She also advised start-ups and non-engineering companies with notable key leadership placements in the BPO, IT, Banking, Financial Services, and Insurance (BFSI) industries.


Cess holds MBA credits from Singapore Business School, and a Bachelor’s degree in Psychology from De La Salle University-Lipa. She is a Certified DDI Behavioral, a Certified Targeted Selection® Recruiter, and a Certified Social Sourcing Recruiter (CSSR).

Margaret Agustin

PRACTICE LEAD

Talent matchmaking success through strategic sourcing approach and dependable client and candidate partnership.
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Meg brings 19 years of total experience in talent acquisition, including 11 years in executive search with Curran Daly and Associates. She currently serves as Practice Lead for the BPO and Shared Services Tower, where she leads a specialized recruitment team delivering end-to-end hiring solutions for companies across the sector.

Her practice partners with BPO and Shared Services companies of all shapes and sizes—from established market leaders to start-ups, as well as organizations scaling rapidly or launching new teams in the Philippines for the first time. Meg and her team support both niche volume hiring and senior leadership searches across all major job families, with deep expertise in Finance, Operations, and Human Resources.

Meg has extensive experience managing retained search and project-based assignments, with a strong track record of successfully closing leadership roles from manager level through to C-suite. She is particularly effective in reviving aging or difficult-to-fill roles, leveraging her extensive market network and long-standing relationships to unlock talent that is not readily accessible through traditional channels.

Her key strengths lie in relationship-driven recruitment—building trusted partnerships with both clients and candidates to ensure alignment beyond skills alone, and consistently delivering the right long-term fit for complex and business-critical hires.

Paula Piala

PRACTICE LEAD

 [email protected]
LinkedIn
Areas of Expertise
  • Sales and Marketing (Mid to C-Suite level)
  • FMCG (Food and Non-Food), Retail (Luxury, Fast Fashion, Automotive), Healthcare (Ethical Pharma, Consumer Healthcare, Lifesciences, Medical Devices, Healthcare Services)
Paula is a seasoned recruitment professional with seven years of experience, bringing a wealth of expertise in technical recruitment, client management, and strategic hiring practices across multiple industries.
  Her career began after university when she joined a global financial technology company as an internal technical recruiter, gaining a deep understanding of the nuances of technical recruitment. Seeking broader exposure, Paula joined a global recruitment consulting firm, where she spent five years growing her career. There, she became a Consultant for the Sales and Marketing team, specializing in recruitment within the FMCG, retail, professional services, and healthcare sectors.
  Throughout her career, Paula has consistently demonstrated her ability to excel in client and account management, business development, and strategic recruitment planning. She has successfully placed high-caliber candidates in a range of roles across local and global FMCG companies, fast-fashion retailers, ethical and consumer healthcare organizations, and the financial services industry.
  Paula is also a passionate advocate for Equity, Diversity, and Inclusion (ED&I). She believes in creating equal opportunities for everyone, regardless of gender, age, or nationality, fostering inclusive work environments. For her, recruitment is not just a profession but a platform for building long-term, meaningful relationships that drive success for both candidates and clients.
  Her dedication, industry expertise, and commitment to ED&I make Paula a trusted partner for any organization looking to find and nurture top talent.

Fab Javier

PRACTICE LEAD

 [email protected]
LinkedIn
Areas of Expertise
  • Technical Roles (developers – CTO level)
  • Commercial (finance, sales, accounting)
  • Industry expertise: IT/technical, start-up, banking, fintech & insurance
Fab has more than 7 years of experience in recruitment, including 2 years in a leadership role. She is skilled at aligning technical talent with business goals across various industries, including IT, BFSI, FMCG, and global markets.
  She began her career as a technical recruiter at an IT consulting company. After 2 years, she moved to an HK-based recruitment firm, followed by 2 years at a local recruitment firm. She then returned to an IT consulting firm before joining Curran Daly as a Practice Lead. Fab has a proven track record of recruiting top talent for both technical and non-technical roles, including IT Business Analysts, Solutions Architects, Developers (Java, iOS, Android, etc.), IT Project Managers, and Solutions Designers. She also has experience recruiting for executive positions such as CTO and CISO.
  With her extensive experience in recruitment, Fab is confident that she can deliver results while ensuring good relationships with her clients and candidates.

Aya Manzon

SENIOR CONSULTANT

 [email protected]
LinkedIn
Areas of Expertise
  • Technical Hiring (Engineering, Construction, & Infrastructure)
  • Technology Hiring (IT Managers, Cloud/Infra/Development)
  • Support Functions (Sales, HR, Accounting & Finance)

Aya is a skilled HR and Recruitment professional with over 7 years of experience, beginning her career in HR Administration before discovering her passion for Recruitment. She started with Compensation & Benefits and Payroll but transitioned to Recruitment, where she has excelled for the past 6 years.
Her recruitment expertise spans PH Executive Search across industries such as Engineering, Construction, Infrastructure, Fintech, Shared Services, BPO, Logistics, Start-ups, Technology, Industrial Manufacturing, and Healthcare. She has successfully placed talent in diverse functions—including Engineering, IT/Technology, Finance & Accounting, HR, and Sales & Marketing—covering roles from management to C-level executives.
She is highly proficient in Full Cycle Recruitment, Account Management, and Business Development, with a proven ability to deliver exceptional results. Aya’s additional skills include Process Improvement, Recruitment Marketing, Talent Mapping, Niche and Volume Hiring, and Negotiations.
Passionate about fostering meaningful connections, Aya understands the importance of aligning organizational culture and values with candidate skills and career goals. Her approach ensures long-term success for both clients and candidates, focusing on building strong relationships that drive growth and achieve mutual goals.

Karen Magat

PRACTICE LEAD

Bringing world-class talents to every organization by glorifying his name through my lifelong mission of providing jobs for EveryJUAN.
 [email protected]
LinkedIn
  • Areas of Expertise
  • Leadership to Rank and File Hiring and Volume Hiring
  • Commercial (Finance and Accounting, Sales, Marketing, Human Resources, Business Development, Operations)
    Supply Chain and Logistics
  • Technical Engineering for Manufacturing and Industrial
  • Industry Expertise/Exposure: Fast Moving Consumer Goods, Manufacturing, Industrial, Semiconductor, QSR, Hospitality, Retail, Life Science, Supply Chain and Logistics and Start-Ups
Karen brings with her a decade of experience in the Human Resources and Recruitment field, she took a leap of faith when she started an HR role for a manufacturing company, after working for 2 years in the Hospitality Industry and eventually began her recruitment journey in a local manpower firm, catering to clients across various service-oriented industries and gaining exposure to both volume and mass hiring.
  After her tenure in the local manpower industry, she transitioned to become a full-time HR Practitioner and showcasing her skills by taking impactful roles, focusing on Talent Acquisition, Employee Engagement, Talent Management, and Employee Relations. This enabled her to develop into an effective communicator and a trusted business partner with the service-oriented companies she worked with.
  In 2021, Karen reunited with her ‘first love’ (Recruitment) by joining one of the country’s largest executive search firms as a Senior Recruiter. She was part of the top-notch recruitment team, supporting clients from diverse industries and fostering strong, harmonious professional relationships. As a recruitment business partner, she consistently provided the best talents suitable for both our internal and external stakeholders’ organizations. Karen steadily progressed to the role of Executive Search Manager, consistently exceeding her targets, and successfully filling roles across different industries.
  Leveraging her extensive HR experience, Karen is also passionate about leading learning and development, employee engagement, values formation, and corporate social responsibility projects. She is now part of CDA’s core leadership team and pioneered the Consumer Goods, Hospitality, Retail, Life Sciences, and 3PL tower.

Margarita Morelos

PRACTICE LEAD

Empowering Careers and Businesses with Top Talent, Connecting People to Opportunities for Growth and Success.
 [email protected]
LinkedIn
Margarita brings over a decade of expertise in IT and corporate recruitment. Her career journey reflects a steadfast commitment to fostering a collaborative and equitable work environment, with a strong focus on consistent results.
  Margarita Morelos has a proven track record of recruiting top talent across a diverse range of industries, successfully placing candidates in roles from associates to C-suite executives. Her expertise is particularly strong in the Information Technology (IT) sector, where she has filled key positions such as CIO, CTO, and VP of Data Analytics, as well as roles in software development and system architecture.
  Additionally, Margarita has achieved significant placements in both local and international companies, ranging from start-ups to large conglomerates, as well as within the banking and financial services sector, recruiting key leadership roles. She has also been successful in placing corporate leaders, including CFOs, HR heads, and general managers, in various industries such as renewable energy, industrial manufacturing, and real estate.
  Her strategic approach to sourcing, along with her extensive industry network, enables her to meet the unique recruitment needs of each client, ensuring successful placements and fostering lasting partnerships.

Leigh Teo

Associate Director, Executive Search

Helping organizations find their next stars through data-driven insights and human-centered strategies. Let’s connect and redefine talent acquisition together.
 [email protected]
LinkedIn
Areas of Expertise
  • Sales and Marketing (Management, Operations, Research and Development)
  • Legal Practice (Corporate/Commercial Law, Regulatory and Compliance, Contract Management, Taxation)
Leigh is an industry expert with more than 11 years of successful experience in full life cycle experience in recruitment covering in-house and recruitment firm set up for volume, entry, and executive-level positions. She has proven ability to foster relationships for industries like Consumer, Life Science, Technology, Industrial, and Business Process Outsourcing opportunities.
  Leigh began her career in recruiting at a top Business Process Outsourcing Company in Cebu, Philippines as Recruitment Officer for 5 years. In 2013, she moved to Manila to join Curran Daly and Associates, initially as a Recruitment Consultant before being promoted to Senior Consultant in a role where she was responsible for middle management and senior-level assignments for roles across Southeast Asia. Leigh rejoined Curran Daly in 2021 after spending some time with a Singapore-based executive search firm dedicated to supporting Asia Pacific requisitions.
  Leigh knows that people hire people, not resumes. Companies are not just looking for a set of qualifications that match a job description. She is most fulfilled when helping people to grow professionally. Her vision and ability to nurture relationships lead to long-term solutions and success.

Kevin Fitzgerald

Director, Executive Search

My clients and my candidates are one and the same, I strive to deliver quality candidates to my clients and a quality service to my candidates.
 [email protected]
LinkedIn
Areas of Expertise
  • Senior and Executive Operations
  • Finance
  • Project Management
Kevin spent more than 20 years working in procurement and project/finance management, predominantly in an international development environment. His career has taken him all over the world, enjoying both short and long-term working assignments in a variety of countries, from Angola to Uzbekistan, taking in the likes of Bolivia, Egypt, Japan, Kyrgyzstan, Macedonia, and Zambia along the way.
  He arrived in the Philippines in 2008, initially managing Japanese government-funded development projects around the country, before joining Curran Daly as a Senior Management Consultant in 2015.
  Kevin became a Director of the company in 2017 from which point he managed Senior Management and Executive level assignments across various industries notably in the areas of Operations, Finance, and Project Management.
  Kevin has a thorough/process-driven approach to his work, leaving no rock unturned, an approach warmly received by both his clients and his candidates which has in no small part led to him building a strong network of Senior/Executive level business contacts across the region.

Geoff Curan

MANAGING DIRECTOR, AUSTRALIA

Keep fit, love my family, sport and the Italian language.

 [email protected]

LinkedIn

Areas of Expertise
Executive Search in Sales, Service, Analytics, and, BPO – Australia, Philippines

Geoff Curran has a Bachelor of Economics from the University of Western Australia and over twenty years experience as a specialist recruitment practitioner. During that time he has worked with organizations to secure talent at the middle and senior levels.

Geoff began his recruitment career in Perth in the early 1980s. After several years with a national management consulting firm, he joined Arthur Andersen & Co. to establish its executive recruitment division.

In 1989, Geoff moved to Sydney and at Morgan and Banks specialized in recruiting for accounting and finance. He then spent two years in London, further developing his skills in this field. He returned to Sydney in 1994 and joined Margot Davis and Company, a recruitment consultancy which specialized in marketing, advertising, and marketing communications. He subsequently became a shareholder and a director in said business.

Geoff established Curran + Associates in 1998. His approach to executive recruitment and search is founded on several basic principles: knowledge gained through specialization, being relevant to both clients and candidates, and delivering outcomes quickly and efficiently. In 2009, he started a business in the Philippines, this time focused on executive appointments to the BPO sector. In 2014, it became what is now known as Curran Daly & Associates.

Geoff Daly

Managing Director, South East Asia

Rugby and cricket tragic, scuba diver, and traveller!
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LinkedIn
With over eighteen years in senior HR roles, Geoff has enjoyed a successful HR career “assisting business leaders with solutions to their people issues.” Working across several industry sectors, Geoff has had a long career in international HR with assignments in Eastern Europe and East Africa, first having worked in China and Hong Kong back in 1996. Geoff’s strength is being able to create rapport with business leaders of all backgrounds and understanding the way to get the best performance from a multi-cultural workforce.
  Since 2007, Geoff has been providing HR consulting services into the Philippines, relocating permanently to said Southeast Asian country in early 2009. This in-country experience has given Geoff a unique understanding of Philippine culture as well as issues that impact the sourcing of outstanding people for clients.
  Geoff joined Curran Daly & Associates in 2009. Geoff holds an MBA from Melbourne Business School and a Bachelor of Business in HR. Back in Sydney, he was an active surf lifesaver, spending over ten years patrolling Coogee Beach. Geoff is also a passionate rugby and cricket tragic, and in more recent years has fashioned himself into an avid global traveler and keen scuba diver.