EVP President at a Wholesale Division

Retail

Our Client is a major retail/franchiser/wholesaler. They are an industry leader in their space. They asked us to find them an EVP for their company, who could be the President of their largest division, which is in wholesale.

Job Title	EVP of the Parent Company, President of the Wholesale Division
Service Used	$5 Billion Parent Company, $2.5 Billion Wholesale Division
Industry	Retail/Franchise/Wholesale
Company Profile	Retail/Franchise/Wholesale

Days To Fill

Challenge

The client wanted an executive who was not necessarily in their industry. The preference was a senior executive out of food service, because their wholesale division functioned very much like food service. he wholesale division sold to many different channels -- major retailers, small and medium size independent retailers, their own franchisees, and their own retail stores. The incumbent had great industry knowledge, but was not as strategic and visionary as was needed. Sales were decreasing under the incumbent’s leadership. The board had finally agreed with the CEO to replace the incumbent after several unacceptable presentations to the board. We really had to up our game, because we had to show the CEO and the board candidates, who were real visionaries, a fresh selection of candidates who would demonstrate how they would revamp the wholesale division and bring in ROI.

Strategy

Once hearing from the client about what was needed for this role, especially when it came to strategy, vision, solutions and prolonging the life cycle of the sale, we set out to identify candidates who met all these skills. Our networking and industry knowledge brought us to five well-qualified candidates. Many of these candidates were happy in their current jobs or had other choices of employment. We needed to give them a reason to speak with us. Outlining for them the challenges and the impact they could have on the company, brought to the surface candidates who relished turning around a sales division and propelling the top and bottom line. Having a footprint on the go-forward plan was the impetus for these candidates to consider our client.

Result

We exceeded our client’s expectations. They reported to us how pleased they were to have choices. They learned a lot from the process and from the candidates’ knowledge. Recruiting at this level can be a good education for a client as well as a candidate. The selected candidate has hit the ground running, and is making the desired impact the company needed.

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