THE CLIENT

Our client is one of the UK’s leading private healthcare providers with two main hospitals. They provide world renowned specialised care across two private facilities. The business has grown well since its inception 10 years ago and as such the requirements for its General Manager have altered through each growth phase. The existing incumbent had decided to move on, and a new GM was needed to help with the next phase of the strategy and growth. 

THE ROLE & ITS CHALLENGES

The main outcome of recruiting a new General Manger was to strengthen the organisation’s profile through business development. It was essential that this new GM was familiar with a medical facility, ideally understood the care pathways, had dealt with and managed medical professionals including consultants, held a senior position with P&L responsibility and had a strong background in business development in this sector.

There were a few challenges. Firstly, the ideal Candidate would have a good blend of domain knowledge in this care sector, managed a facility like this before, and have strong commercial acumen. Secondly and most importantly this individual would need to see the opportunity to grow patient numbers through business development and networking. We were looking for a blend of operational and commercial which really limited the pool of suitable Candidates. 

SUMMARY OF ACTIVITY

THE SOLUTION AND RESULT

As we had worked with this group since its inception, we had been with them on their journey and the successes and challenges along the way. This new phase of the business needed a different type of leader, and we were lucky to be briefed by the senior leaders and also the existing incumbent which gave us a great view of what was required for success.

Our first step was to map out direct competitor companies and then those that operated in associated areas. We initially targeted Candidates and organisations in the specific care area and then expanded this to associated areas and then private medical care. This gave us a firm base of target candidates. In all the research discovered a total of 105 potential candidates. The challenge from here was identifying candidates that had a demonstrable history of business development and held the other key attributes.

With our structured communication plan and with the use of tailored messaging and ‘presentation deck’ on the company and role we were able to generate a high level of interest. After conducting many discovery calls, we were able to focus in on 12 possible Candidates.

Having interviewed the 12 Candidates a total of 7 were presented to the Client. 6 were interviewed by two Director’s and 2 progressed to conversations with the remaining members of the senior leadership team and team. After careful deliberation one was identified, and an offer presented that was accepted.