In order to maintain its market leading position this Financial Services client needed to set up a new product team in the UK and attract next generation product skills from the start-up Fintech world. Read full case study
Our client was seeking to appoint a new Country Manager responsible for Enterprise Clients across all their product sets. It was imperative this individual had experience selling Enterprise software solutions most likely to come from another leading global software vendor. Read full case study
Our client wanted to ensure all potential candidates for this role were identified within a commutable distance of the College and that they were made aware of this vacancy. BRS managed both the Search aspect as well as an advertising campaign, and candidates at Director and Manager level were then engaged and assessed against set key criteria. A long list of candidates, all of whom had been through the same screening process were then presented to the College and into the remainder of the recruitment process. Read full case study
BRS were asked to source Programme Leader candidates specialising in Political Governance in East Africa. Candidates identified were predominantly in the region and working for departments of Western Governments and major NGO’s. Target candidates were approached in the field, engaged with and assessed for relevance and interest. We presented a longlist of candidates from which our client was able to review and shortlist for interview. Read full case study
A global pharma client wanted to recruit 3 x Area Managers in the UK, France/Belgium and Spain for a growing business unit. They retained BRS to research into mid and large size pharma companies in these locations to identify candidates with significant business development experience and contract negotiation within hospital care. Target lists were agreed and calls to engage and assess candidates were made to support hires for these three roles. Read full case study
An under resourced client retained BRS to work as an extension to their team and to manage initial telephone interviews to screen applicants for Trading, HR and Finance roles in global locations. Read full case study
Our Client wanted to establish an HR Shared Service for the Europe, Middle East and Africa region. HR was required to provide evidence to support the viability of three locations, to enable the business to decide upon the most suitable location. The site selection would be determined by the skills availability across several role types, … Read full case study
Following an internal promotion of the previous CEO our Client needed to hire the next leader for their Asia, Australia and Middle East regional business. This was a challenging search due to the requirement to find candidates who had experience of achieving fast and sustained growth of large businesses across multiple geographies. BRS were engaged to ensure an extensive global search was undertaken across three continents. 12 longlist candidates were presented, with 5 selected for interview. Read full case study
Our client looked to identify talent within key competitors, how they were structured, who was reporting to whom, and use this information to support an aggressive talent acquisition drive, following the acquisition of a new production site in North America. This was a particularly challenging project due to potential target candidates being field based often … Read full case study
Our Client was targeting a Civil Engineering company in Spain to add to their portfolio. Strengthening of the company’s Board would be a likely requirement in the event of the purchase going ahead. Although the target company was significant in size, their market sector was niche and there was concern from our client as to … Read full case study
Our Client sought an experienced Director for their European Casino Operations to step into a brand new role encompassing oversight of over 90 operations. BRS were retained to ensure the market was covered and the best available candidates were brought into the recruitment process.
Our client wished to hire two technical and operational leaders to set-up and run a new state of the art division.
A key requirement was to bring talent from within a cutting edge environment in a premium competitor brand, which meant an EMEA-wide search. Read full case study
Our client asked BRS to research into their key competitors to benchmark their top tier candidates for a succession planning exercise. At the core of the research however was to benchmark salaries so out Client could position themselves at a competitive level when approaching candidates. Candidates were identified and approached for career conversations and openness to our Client as a future potential employer. Read full case study
Our client sought to understand the Diversity candidate landscape in their competitors at Board and Sub-Board levels and also wished to strengthen their talent pool across all key functions from within this group. Read full case study
BRS were retained to identify and engage with sales professionals within the media space across three geographies in the UK to establish a pipeline of candidates for current and future hires. Time was spent with the hiring managers to get to understand their requirements and what industries sales people should be mapped within. A list of candidates was compiled, calls were made, and candidates were assessed. Read full case study
Our client, asked us to help them hire a managing partner for their financial services consulting team in Japan. Usual Search methods had not proved successful due to the recruitment being led from the UK and significant cultural differences in how candidates can be identified and engaged with. Read full case study
The business was looking to establish an HR Shared Service for the Europe, Middle East and Africa region. HR was required to provide evidence to support the viability of three locations, to enable the business to decide upon the most suitable site. The site selection would be determined by the right mix of skills, languages and cost of the resources.
The Result: BRS Global carried out research into each country, focusing on international companies’ significant HR operations. Research was also carried out amongst local recruiters and Universities. The transparent view of the market enabled our client to provide crucial support to the business in their decision on site location. Read full case study
This organisation used the services of BRS Global to address their hiring requirements for Junior and Mid-Level Sales Managerial positions throughout the UK. With contingent agencies proving to be expensive and time-consuming and the active candidate market yielding a generally low quality of candidates, BRS Global were hired to develop a Talent Pipeline with Quality people. This pipeline could then be accessed when roles became available.
The Result: BRS Global delivered a 100 candidate strong talent pipeline. This was achieved after having identified 200 target organisations, 800 people highlighted to approach and 600 spoken to in-depth. Read full case study
The Council, over the years, has been striving to be identified as a leading employer in the market place. They sought to partner a Professional Research Organisation who would provide successful Search, delivered on time and to budget. The chosen organisation would undertake research into relevant areas of the public and private sectors, establish a range of successful networks and fulfill the Council’s hiring requirements, all across a wide range of professional directorates at a senior level.
The Result: BRS Global helped the Council fill their vacancy and has now been supporting them on a number of high-profile recruitment campaigns, including the post of Chief Executive.