THE COMPANY

With over 30 years in the UK, Collingwood's client is a leading manufacturer of a specialised range of building products. Since 2012, they have achieved steady, profitable sales growth, serving 500+ loyal customers. Acquired in 2016 by Europe's largest group in their sector, they joined a network of 30+ related businesses.

The company operates across three sites with 150 employees and ambitious plans to grow revenue by 35% within three years. A large portion of this growth would be achieved through a major new product launch.

THE ROLE

Following the amicable departure of a high-achieving director of short tenure, they sought a replacement to drive revenue growth and lead their sales team. Staying attuned to market developments, crafting sales strategy, and maintaining strong customer would be necessary.

THE BUSINESS CHALLENGE

Although an established name within the UK, this manufacturer had not employed a Sales Director prior to the exiting person of one year’s tenure.

This person was a fenestration stalwart and brought with him vast, successful experience of leading sales teams and winning profitable work within the sector. Through his work of building appropriate systems, procedures, along with mentoring the existing sales teams and leading on larger new business successes, the business was gaining traction.

It was therefore imperative that they secured a similar person of strength within the fenestration industry.  However, as Collingwood’s Head of Building Products, Mark Goldsmith, outlined during the briefing meeting, the parent groups salary expectation was at least 20% lower than market averages.

In consulting with the company’s Managing Director, Mark was able to agree a way of circumnavigating this, whilst gaining interest from relevant target candidates. Initially, Mark suggested gaining intelligence from like for like replacements. Two weeks into the approach work, Mark was able confirm his suspicions with the Managing Director: the talent pool was low, based on salary expectations. This led to building research around stronger Regional Directors and National Sales Managers of larger fenestration businesses.

THE SOLUTION & THE RESULT

In summary, the following process took place:

The above would not have been achieved if Mark progressed the search based off the initial brief of a bona fide replacement. Fortunately, given his 20+ years fronting headhunting assignments within building products, Collingwood’s eagerness to share intelligence throughout the approach work process, and the Managing Director’s willingness to listen and adapt accordingly, the successful conclusion was reached.