Challenge
Our client, a global software company, wanted to recruit a very senior-level executive to run its China operations. Although it had had a presence in China for nearly 15 years, management believed that by renewing its focus on the Chinese market it could generate significant additional sales — in part by forging stronger relationships with government officials and reducing piracy. A complicating factor in the search was that the company had experienced frequent turnover with this position, hindering efforts to gain traction in this vast market.
The company required an exceptional leader capable of managing all aspects of the business and building strong relationships not just in Beijing, but also in the company’s U.S.-based headquarters. The client also wanted an individual who had successfully led a sizable software or technology company or division. Fluency in Mandarin and English also was of paramount importance.
Actions
We assembled a global team of senior consultants whose knowledge of the market and the candidate pool quickly paid off. We focused our search first on technology companies, including telecommunications companies, which had made the most headway building market share in China. We subsequently extended the search to other Asia Pacific operations. With the help of our worldwide network of offices, we also investigated potential Mandarin-speaking executives who might have left the region for new assignments.
In order to attract the right caliber candidate, it was important for the company to demonstrate that it had a long-term strategy for China. We worked with the client to articulate its commitment to the region, resulting in a reporting structure that gave the position access to very senior executives at headquarters and a commitment to provide the necessary financial resources to the strategy.
Our broad network of long-term relationships in the market enabled us to quickly and subtly identify a list of the most qualified candidates and gauge their interest without compromising our client’s request for a confidential process. Because of our knowledge of the talent pool, we were able to swiftly provide candid feedback on candidates suggested by the client, building trust and advancing the search.
Result
After narrowing the field to five candidates, we secured each one’s interest within several days. Shortly after, each candidate met with management. The search quickly focused on the president of Chinese operations for a global telecommunications equipment provider who had P&L responsibility for a billion-dollar division and a senior-level marketing background. With a long history of working in China, he understood the culture and had close associations with a number of senior Chinese officials. Also, his easy-going personality helped him build relationships with key internal and external stakeholders.
Our client appreciated the speed and thoroughness of the search process and selected a candidate with the skills required to build bridges with government and foster strong ties between the Chinese operations and headquarters.