Contract Director - Construction Headhunters

The Business:

Tiletec was set up in 1991 with the aim to provide clients with a first class service delivery across construction projects in the wall and floor tiling industry. Due to their significant success, the business has expanded over recent years and now includes soft flooring as one of their specialised services.

With a current turnover of approximately £3m and 30 employees, their projects are typically worth up to £750k and includes work across Airports, Commercial, Leisure, Education, Hotels, Residential, and Health & Retail sectors). The Contracts Director was a new role with the potential to become the Owner over the medium term as the existing MD was looking to step into a more strategic business growth role.

Tiletec had tried recruiting for the role using standard recruitment methods but the candidates that were found didn't match the culture of the business. As a result, they felt Headhunting was likely to deliver better results and they chose us due to our detailed methodology, focus on cultural fit, and quality service levels.

The Challenge:

The main challenge this assignment needed to address was finding candidates that had main contractor experience, rather than having a sub-contractor background.

We had to pitch the opportunity in the right way, leaning heavily on communicating the culture of the organisation, desirable client base and longer-term opportunities.

We also had to ensure candidates were committed up front and less likely to be open to counter-offers from their existing employer.

Our Solution:

Our in-depth research focused on individuals who had main contractor experience which culminated in approaching 108 candidates in total. Selling the opportunity was key to attracting the right candidates - identifying those with the ambition to progress as well as having the right skill set.

We used behavioural and psychometric profiling to ascertain the likely culture fit as this was a really important element for the client. Highlighting the future potential of becoming MD helped gain candidate commitment to the process, and ultimately ensured the successful candidate wasn't open to counter-offers.

Identifying the Candidate:

We narrowed down the pool of candidates to a choice of two excellent individuals for the client to interview. Ultimately, Tiletec offered the role to an outstanding candidate who had fantastic main contractor experience.

Simply Bringing the Right People Together:

The candidate had prior experience of running their own business so had the knowledge and skills required to eventually become MD. In addition, they had a similar business mentality to the existing MD, ensuring there would be an excellent cultural fit with the organisation.