Challenge:
The management of the medium-sized company (tool engineering, plastic injection moulding) was to be broadened for the company's growth and the succession of the acting partner was to be prepared.
Project:
The sales manager and technical manager's positions were filled with managers from the plastics industry who showed potential. Both of them developed into management. With the additional appointment of the commercial management, the acting partner was able to join the advisory board. Search projects staggered over several years.
Outcome:
The owner's succession was successful, the company was able to double its turnover and is positioned for the future.
Challenge:
The company saw a clear need to improve in quality management. They were not playing in the major league. Candidates should have the qualifications from manufacturing companies with the highest quality standards. In addition, a potential candidate was required.
Project:
Excellent candidates from outside the industry were introduced and motivated for the task.
Outcome:
The new quality director was able to develop and roll out an agenda for significant improvements in quality management at short notice. After six months, he also took over overall European quality management responsibility in the company.
Challenge:
Medium-sized manufacturer of tools and machines for plastics processing. After the active managing director was released from his duties, the management of the company had to be ensured quickly and discreetly and, in addition, the management succession had to follow in the long term.
Project:
An interim managing director was quickly found, who stabilised the company's situation and was also able to prepare strategic course settings for the future. In parallel, an executive search project was carried out and a managing director was found in a "limited market", motivated and appointed after six months.
Outcome:
A management vacuum was avoided and a very good appointment to the executive board could be made. In the years that followed, the new managing director, together with the advisory board, built up a management team and enabled the company to grow.
In a complex succession situation, the board of directors was taken along to decide on a forward-looking appointment and a new direction.
Challenge:
The manufacturing company would like to reach the level of the automotive supply industry with regard to manufacturing issues.
Project:
Candidates from outside the automotive industry were introduced after five weeks, and after a total of three months the position was filled.
Outcome:
The managing director was able to establish an open culture of improvement against vehement resistance and thereby increase profitability.
Challenge:
The list of suitable applicants for a W3 professorship at a technical university was to be extended. Only four weeks remained until the official application deadline for the advertised position.
Project:
The network of relevant scientists - primarily professors - in the DACH region was systematically contacted in order to identify suitable candidates. These candidates in industry and academia were contacted proactively. Suitable candidates were motivated to submit an official application.
Outcome:
The list of applicants was extended by six candidates through TalentSilver. One of these candidates was appointed to the professorship.
All candidates, external and internal, were accompanied on their way through the selection committee and all self-governing bodies, until the entire executive board could be successfully re-staffed.
Challenge:
First appointment for an American private equity fund without experience in Europe.
Project:
In five weeks, the candidate, who was placed, was presented together with three other candidates.
Outcome:
Within two years, the candidate took over the management of the company and after five years helped to sell the company, with a significant increase in value, for the private equity investor.
Challenge:
For a newly established professorship at one of Germany's universities of excellence, suitable candidates were to be added to the appointment list in the tenure track procedure. In addition to the already narrow field of suitable candidates, the special parameters of the tenure track procedure further limited the search considerably.
Project:
The network of relevant scientists - primarily professors - both nationally and internationally was systematically contacted in order to identify suitable candidates. These candidates in industry and academia were contacted proactively. Suitable candidates were motivated to submit an official application.
Outcome:
TalentSilver was able to extend the list of applicants by 6 qualified candidates from national and international backgrounds.
Challenge:
Hospital holding company with mixed ownership. A counterpart on a par with the established managing director should be found.
Project:
Presentation of a portfolio of very different candidates and intensive advice on the staffing decision. A managing director with complementary skills was convincing.
Outcome:
Balanced stability in the management team was achieved and it has subsequently proved its worth.
In the transition from a single to a dual management system, the advisory board and the active managing director developed a common path that led to the appointments of the best possible candidates.
Challenge:
For a healthcare degree program that was still being established, the appointment list for a W2 professorship at a university of applied sciences was to be extended by suitable applicants. Due to the very young faculty and the narrow search field, the search was conducted internationally.
Project:
The network of relevant scientists - primarily professors - in the international field was systematically contacted in order to identify suitable candidates. The search was carried out in cooperation with our sister company TalentOrange, which supported the search with its network and international contacts in the healthcare sector. Suitable candidates were motivated to submit an official application.
Outcome:
The list of applicants was extended by eight candidates through TalentSilver. One of these candidates was appointed to the professorship.
Challenge:
To develop an established hospital, set in charming landscape, to new heights.
Project:
Head physician, with long-term perspective and family connections in the region, identified and placed.
Outcome:
The existence and position vis-a-vis the insurance providers saved in the long-term.
Challenge:
Setting up and structuring of a selection process for the junior staff development program of a chemical products' manufacturer.
Project:
Clear, comprehensible selection criteria, aligned with the company's strategy, were established.
Outcome:
The company remains attractive for junior managers.
Challenge:
To fill a vacancy for a professorship at a technical university, the appointment list was to be extended by suitable candidates in an open rank procedure within a short period of just four weeks. The narrow field of candidates in a highly demanded scientific field with applications in artificial intelligence was an additional challenge.
Project:
The network of relevant scientists - primarily professors - both nationally and internationally was systematically contacted in order to identify qualified candidates. These candidates in industry and academia were contacted proactively. Suitable candidates were motivated to submit an official application.
Outcome:
TalentSilver has been able to substantially extend the list of applicants with international candidates for the professorship.
