Accountancy & Consultancy

Converting Passive Candidates into Engaged Candidates in a Competitive Market

Chief Financial Officer
Chief Human Resources Officer
Director: Data Science
Director: Financial Advisory
Director: Tax & Legal
Director: Transaction Services
Head of Talent and Rewards
Partner & Head of Automotive and Manufacturing
Partner: Audit & Assurance
Partner: Debt, Capital & Restructuring Advisory
Partner: Digital & Cloud Business Group EMEA
Partner: Healthcare
Partner: Infrastructure & Construction Projects
Partner: Public Sector, Technology
Partner: Risk Advisory
Partner: Strategy & Transactions, TMT
Principal: Strategy & Transformation, Financial Services
Senior Business Development Director
Senior Director: Organisational Strategy & Change Leader
Senior Engagement Manager, TMT
Senior Strategy & Consulting Manager

Top Tier Management Consultancy

Consultants: Operational Excellence, Multiple Verticals

The client was looking to develop their Operational Excellence Practice in specified locations and were looking for senior individuals with experience either in the Financial Services or the Private and Public sectors to build the respective offering.

Business Development and team management experience were key criteria, as well as the ability to deliver on complex and large-scale end-to-end process improvement projects.

Trinity conducted a market map of individuals with process automation, operational transformation and change management, and operational model design & deployment expertise. Individuals also needed to show a proven track record in revenue generation, with an established network of client contacts to underpin the client’s expansion.

Trinity subsequently engaged with specified individuals across the map to deliver a strong longlist of interested and suitable candidates, which resulted in two regional hires for the client.

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Global Accounting & Consulting Firm

Audit Practice: Multiple Hires

The client, one of the “Big 4”, had experienced talent acquisition challenges for their Audit practice across a number of regional offices. They needed immediate hires at a number of levels, and a talent pipeline of strong and accessible candidates going forward.

Trinity conducted an extensive market map within a specified radius of specified office locations, focusing initially on their competitors, and then mapping out the relevant teams in-house to identify individuals at various levels responsible for audit and assurance. Trinity identified team structure and industry focus for the first phase of the project.

The second phase was to approach, engage and attract individuals for immediate hire – utilising defined criteria in terms of experience and skill set. There were certain negative market perceptions which were fed back to the client, so Trinity could work to counter these and bring individuals to the client for an introductory conversation. This resulted in a number of successful hires, with either previously passive candidates or individuals who had initially rejected the client due to previously maintained misconceptions.

The final phase was ongoing candidate engagement. Trinity maintained the pipeline over the course of a 12-month period, tracking levels of interest, availability and changing personal factors, so the candidate pool was kept fresh for the next round of hires.

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