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Multi-billion-dollar medical device company, Head of Infusion Programs

The Challenge:

Our client, a global market leader in the medical device industry, was embarking upon a highly complex, large-scale new product development initiative: to build a new category of products, based around infusion therapy, to enable rapid growth for one of its key businesses. Given the significance of this undertaking, they required a candidate with a proven track-record of leading NPD programs from concept phase to and beyond commercial launch. This leader would need to possess exceptional organizational skills, the ability to prioritize and delegate effectively, create a clear vision for the program, whilst influencing and managing both internal and external stakeholders. Additionally, it was imperative that this person come from a strong engineering background in order to question and even challenge the R&D organization as necessary.

The Solution:

Miramar created a tailored search strategy to map the top relevant talent in three areas:

1. Direct competitors to this business unit
2. Players in adjacent segments to this business within the medical device industry
3. Device organizations within Pharma companies who’ve made significant investments in internal engineering teams

We crafted a unique messaging strategy and tied that to a persistent outreach cadence to attract candidates to the role, in the midst of the COVID-19 pandemic. Additionally, we developed a custom behavioral interview to assess candidates’ competency in areas such as execution, leadership, technical acumen, and organizational awareness.

The Result

  • 239 candidates we identified, with 215 of them reached
  • Over 15 qualified candidates presented and considered by our client
  • A bona fide expert in this business’ space was ultimately selected and secured
  • Invaluable data for the client was gathered, regarding competitive intelligence, employer brand, candidate behaviours (within the lens of the pandemic) and more.
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Global MedTech market leader, Head of Digital Health R&D

The Challenge:

Our client, a multi-billion-dollar medical device company, required a seasoned technology and engineering executive to guide their journey to becoming a leader in Digital Health. A uniquely structured role, the position had direct responsibility for the development of complex, next-generation solutions, across hardware, software and data analytics & AI.

Specifically, the Digital Health R&D leader was tasked with designing a connected device platform hardware architecture to span across all chronic care portfolios, building patient-centric web and mobile apps with intuitive UIs and enhanced functionality, as well as developing machine learning algorithms to enable personalized recommendations and automation. Furthermore, our client was in the early-stage of building their strength as an organization in these domains, and as such, the role demanded SME-level expertise across each of these disciplines, combined with a remarkable ability to build and develop teams around a clear and motivating vision.

The Solution:

The key to successfully determining the right candidates for this role was identifying organizations that set up their engineering groups in a similar fashion – putting Electrical Engineering, Firmware, Software and Analytics under a single leader. We discovered that this could typically be found in three areas:

  • Mid and large-cap medical device firms that couched this type of group within the broader R&D organization of a particular business unit, focused on drug delivery, monitoring, diagnostic or imaging solutions.
  • Pharma companies that have invested in internal resources for device development. Specifically, those companies that have developed, internally or through partnership, smart devices like inhalers, insulin pens, and more.
  • Small-cap and start up MedTech companies that were either “digital-native” or heavily invested in digital technology, whose senior-most R&D executives possessed the technical knowledge, leadership and business acumen required for the job.

We developed a creative messaging strategy to attract candidates to the role, despite the great economic uncertainty caused by the pandemic, and tied that to a regular and persistent outreach cadence.. In addition, we designed a tailored interview to assess candidates’ depth of expertise in the relevant domains, ability to build teams and culture, and to lead engineers through unfamiliar and highly complex technical challenges.

The Result:

  • Over 100 candidates from the top Medical Device, Pharma and HealthTech companies were identified
  • A shortlist of 5 qualified candidates was presented within 3 weeks
  • Within 90 days a candidate was secured, with unique breadth of experience working in both one of the top medical equipment companies in the world as well as one of the top data science and AI research labs in the world.
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Global Telecommunications Infrastructure & Solutions Business, Head of Technical Sales EMEA

Miramar was retained by the CTO of one of the leading global telecommunications infrastructure and solutions businesses, who were looking to appoint a Head of Technical Sales for the business in EMEA. Our client was seeking a technology leader who would engage with the business’ customers at C-Level as part of their transformation to cloud, 5G and software infrastructure and who would be a valued consultant and a trusted advisor, defining technology roadmaps and influencing the key decision-makers on our client’s behalf.

Our search focused on finding an executive with deep telecommunications solutions and strategy expertise, with evidence of significant success within one of the leading communications service providers. Focusing our search on the major EMEA-based mobile operators, we targeted individuals with a breadth of experience across strategy, architecture, business development and consultancy. Within two weeks Miramar provided our client with a benchmark candidate to interview and then a total of five shortlist candidates within five weeks from start. Our focus was on providing a range of profiles, all with technology, consulting, business development and strategy expertise, but each having a different emphasis.

The preferred candidate was successfully onboarded without in-person interview, due to Covid-19, and has recently joined our client’s business in this high profile and critical role.

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Market leader in the global automotive aftermarket, Vice President, Human Resources

THE CHALLENGE
Our client is the resulting spin-off company of the merger of two global, multi-billion-dollar automotive suppliers. This new business will present the market with a fresh, exciting brand, poised for significant growth. The executive team required an exceptional Human Resources Leader to partner with the division President, in order to develop and execute Global Human Resources strategies for a manufacturing organization. This position would be responsible for 18,000 team members and span more than 50 facilities in over 20 countries.
The search began in the early stages of the COVID 19 pandemic. This required a creative and sensitive approach to HR executives who were handling unprecedented issues. Our client also required a diverse list of shortlisted candidates.

THE SOLUTION
Miramar developed a search strategy to identify key HR leaders across the manufacturing industry. We successfully sought out executives with extensive experience, serving as trusted advisor to the executive team and to the business units, with experience leading HR functions in global markets.
The selection process was conducted on a purely remote basis up to the final stage of interviews.

THE RESULT
Despite the challenges created by the global pandemic, a 100% diverse shortlist of four qualified candidates was delivered within six weeks, and after an intensive screening process, the Vice President of Human Resources was selected.

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Global Telecommunications Software Business – Head of Communications & Marketing (Technologies)

THE CHALLENGE:

Miramar was retained by the VP Marketing of a global tier one telecommunications and software business to appoint a Head of Communications & Marketing for their dedicated Technologies Business. The technologies business focuses largely on intellectual property and innovative technologies such as 5G, smartphones and audio-visual technologies.

Reporting directly to the VP Marketing and the President of the Technologies business, this individual would be responsible for delivering proactive and reactive stakeholder campaigns to help protect the existing technology business, generate awareness of the business’s value, as well as supporting business growth. Our client required an excellent communicator, capable of delivering key messages in an innovative fashion, as well as strong prior experience of leading CEO/President communications and crisis management.

THE SOLUTION:

Miramar firstly worked to map and engage with all telecommunications and software businesses within the EMEA territory, whilst also working to identify executives within global IP-led businesses. Given the location of our client, we also focussed our search within the Scandinavian market to bring relevant, local talent into the process. This meant working to identify businesses of scale within this territory with a similar focus on innovation.

THE RESULTS:

    • 5 shortlisted candidates presented
    • 4 diverse profiles and 2 local profiles represented within this
    • First choice candidate successfully hired
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Energy transition hire for European oil downstream company – Head of Renewables Business Development, EMEA

THE CHALLENGE

Miramar partnered with a European downstream oil business to appoint a Head of Business Development for their growing Renewable Energy business unit. The entire process was conducted remotely during the COVID lockdown across Europe.

This company has been an early adaptor to bringing biofuels to the market and going forward it wishes to become active up the chain in green hydrocarbon feedstocks and biofuels production. The hire of a Head of Business Development for the Renewable Energy unit was key to leading them through the early phases of identifying and realising opportunities for the organisation.

The evolution of the business alongside the focus on strategy and business development meant the candidate needed to have a clear knowledge of the renewables market, in addition to a track record of driving entrepreneurial business growth through delivering M&A, creating partnerships, and identifying new markets.  Proven leadership, stakeholder management and strategic decision making were also prerequisite to a successful hire.

THE SOLUTION

Miramar identified the executives with the relevant experience across European based oil majors, chemical businesses, bio-tech firms and trading houses, with a strong focus on Western Europe and Scandinavia, who are currently leading the way in the European renewables market. It was important to the client that they were able to see a breadth of profiles and we therefore presented candidates from a variety of background including general management, strategy, business & market development, and commercial leadership.

THE RESULT

    • Shortlist of five qualified candidates delivered within four weeks with three progressed to interview stage.
    • Full interview process managed successfully throughout the European COVID lockdown
    • Two senior leaders deemed eligible for offer, generating a useful internal debate, with one candidate successfully hired
    • High quality service has resulted in ongoing discussions with Miramar on a second leadership hire