ABOUT OUR CLIENT
Our client is one of the world’s leading design architects and an instantly recognizable brand within the architectural world. They have designed and delivered notable, critically acclaimed projects across the globe, such as 20 Fenchurch Street, 432 Park Avenue, and the Manchester City Football Club Campus.
Founded in 1983, they have completed projects spanning 6 continents, across diverse building typologies, and have won some of the most prestigious architectural awards around the world.
OVERVIEW
Before 2023 the majority of the practice’s clients came from repeat business or inbound work due to the founder’s standing and completed portfolio of work. They had not had someone in a true Business Development position in the firm previously, but understood this approach needed to change.
UNDERSTANDING THEIR NEEDS
This was a studio in transition and back in ‘start-up mode’, and therefore considered a risky proposition by most candidates.
IDENTIFYING THE CHALLENGES
The main challenges in the process were:
Unique position of the practice
Candidate match
Long-term vision
OUR CLIENT'S AIM
The practice’s aim was to engage with a specialist architectural consultancy that could use its established industry networks to head-hunt high-calibre talent and present them as an exciting, long-term employment option. Their objectives were to:
Develop and market their Employer Value Proposition (EVP)
Source New York-based professionals with a LinkedIn presence
Engage high-quality candidates committed to their long-term vision
They were also keen to find people with the right temperament and chemistry to be a cultural fit and add value to the practice.
OUR BESPOKE STAFFING SOLUTION
The nature of these professionals’ work, and the extensive networking they do, meant we were confident that the overwhelming majority would be on the platform. Our client had concerns over any candidates who didn’t have a LinkedIn presence. We head-hunted suitable candidates for the position using our database, referrals and our well-established LinkedIn networks.
Over 13 weeks, we approached 150 experienced business development professionals within architecture, engineering and construction, and had an initial conversation with 54 of them. From these initial screenings, we created a longlist of 10 candidates.
We conducted a thorough interview and competency assessment process with each of these candidates. The client then shortlisted four to interview and identified three candidates as suitable for the role. We’re pleased to say that one of these ideal candidates accepted and is getting on well in their new role.
DELIVERING ADDITIONAL VALUE
Employer Value Proposition creation and ambassadorship
Providing up-to-date market intelligence
Best practice knowledge sharing
Constant communication, ensuring a positive candidate journey
even if they are in the future.
