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VP, Food Protection and Preservation

THE CHALLENGE

Miramar was retained by our client, a large contributor to the science and nutrition market, to appoint the VP, Food Protection & Preservation. This executive would lead the global division matrix business and own the P&L for the food protection and preservation sector of the global business. The challenge was to find the candidate who had the required deep technical expertise within food protection technologies, but also had the relevant leadership skills as well as the commercial and market knowledge needed to build and scale the business in line with our clients growth strategy.

THE SOLUTION

Food Protection itself is a narrow market sector, so we started by analysing our client’s key competitors, including each firms organisational structure, strategy and leadership to ensure deep understanding of the requirements we had and the options available to us. This led to a comprehensive market mapping of the key competitive talent across Europe & the USA. This, along with sourcing, referencing and cross-referencing, led to the identification of several candidates globally who could be under consideration for the role, bringing different experience and skill sets to the decision making process.

THE RESULT

We partnered closely with the President and HR VP at our client throughout the search to ensure we provided market analysis, detailed reporting  and informed data to support their decision making. Whilst the right blend of technical and commercial experience in Food Protection was the priority, we could not compromise on leadership skills, cultural fit, development potential and overall calibre.  The outcome of our search was 72 candidates being assessed with detailed market research on each provided to contribute to future talent planning. From here, we were able to assemble a diverse shortlist of 7 candidates from both Europe and the US who were presented to the client.  The client’s first choice candidate was offered and accepted. The market mapping & intelligence Miramar carried out as part of the search process are being used for future hires, supporting our clients long term recruitment goals.

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Sr Director Regulatory Affairs

THE CHALLENGE

Our client required a Senior Regulatory Affairs Leader to oversee the regulation of their functional ingredients division. The successful candidate would lead a team of regulatory directors for the proteins, food preservation, pharma, probiotics, and enzymes business units whilst also acting as the director for the probiotics business unit themselves. Based on previous success in this field, we were asked to lead the search for the candidate. The key challenge was finding a regulatory leader with expertise in probiotics who also had the leadership skills and broader knowledge of the functional ingredients sector, which is a highly specialised field.

THE SOLUTION

We identified all the regulatory affairs personnel in both Europe and the Americas across the probiotics value chain who were already in a leadership position or who showed potential to now have the experience to move into a leadership role. We initially focussed on the competitors who were functional ingredients manufacturers producing probiotic strains, but we secondarily targeted the customer market who also produce the probiotic supplements and finished products, allowing us to widen our search and ensure full coverage of individuals who might be suitable for the role. Through gathering market intelligence, extensive cross referencing and sourcing, the market analysis allowed our client to understand the competitive landscape and prioritise the experience they were targeting.

THE RESULT

We collated a shortlist of 6 candidates, 3 being based in Europe and 3 in the USA. All the candidates presented had significant expertise in probiotics and regulatory affairs leadership.

The first-choice candidate was already working within the nutrition industry and had experience leading regional teams across different product portfolios, but also had consistently been involved in probiotics throughout their career. The client’s first choice candidate offered and accepted.

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VP of Finance, Software Development Sector

THE CHALLENGE

We were retained by our client, the founding CEO and COO of a high-growth contract lifecycle management start-up to appoint a VP of Finance as the business continued through another period of growth. The company previously used an outside accounting firm and wanted to bring the finance and accounting function in-house. The VP of Finance is a critical role as the company looks to continue to achieve 200% growth in their current financial year. After a successful Series A fund raise in 2021, this role is critical in helping to achieve the second round of funding, Series B, during 2022.

 

THE SOLUTION

Reporting to the CEO as part of the company’s wider leadership team, the VP of Finance is responsible for overseeing all financial aspects of the business and driving the company’s financial strategy and planning. Our strategy focused on targeting specific individuals with a solid understanding and training in all areas of financial management and with an excellent accounting experience track record. Additionally, given the SaaS model of the company, software industry experience with a recurring revenue model was essential in order to deliver the results the company required in the timescale available. Candidates were assessed against their ability to lead a company through a Series A, B, and C funding strategy for a SaaS-based company.

 

THE RESULT

Our extensive market research meant we were able to create a shortlist within four weeks of instruction from our client, and the company selected five final candidates for interview, all based on the West Coast near the CEO’s location. Our candidate list was diverse and built specifically to suit the requirements our client had specified at the early search stage, so we were able to complete the process and place the successful candidate within 10 weeks of our original instruction.

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Transforming Engineering Leadership within a Top MedTech Design & Manufacturing Firm

THE CHALLENGE

Our client, a multi-billion-dollar global technology company, needed to transform the engineering leadership team within it’s high-growth medical device, contract design, and manufacturing division. Having recently completed several major acquisitions, and combined with significant organic growth, the division was struggling to maintain. They were having trouble consistently meeting customer expectations on timelines and cost, and as a result, the culture within the organization became one of pointing fingers and a “can’t do” mindset.

They required a refresh in engineering leadership, hoping to bring in individuals capable of breathing new life into the organization. They needed leaders who could turn the culture around and implement modern engineering methodologies, which can enable more efficient, predictable product development lifecycles.

 

THE SOLUTION

Miramar was chosen for this project because of our track-record of aiding Medical Device companies to identify and hire change management experts. Miramar conducted a deep-dive interview with the hiring team to understand the exact skills and characteristics that were needed in the new leadership team. We developed a sourcing strategy that targeted the organizations known to have gone through similar transformations previously. Miramar combined its extensive network and proprietary sourcing tools with a customized and unique outreach campaign, which helped to rapidly identify the pool of relevant candidates and quickly attract them to the opportunity. Ultimately, we applied a bespoke, rigorous assessment program to determine the best candidates in the market for our client’s new engineering leadership team.

 

THE RESULT

In under 75 days, our client was able to interview a diverse slate of 15 total candidates and made three successful hires, reinvigorating their engineering organization. Furthermore, Miramar delivered detailed feedback on their competitors and customers impression of their brand, insight into org design, compensation structure, and more amongst their competitors.

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Global Marketing Leader, Healthcare for FTSE100 Specialty Chemical company

THE CHALLENGE

Our client, a global specialty chemicals organization, is in the process of constructing a greenfield site with their joint venture partner in China. Due to travel restrictions they needed to make a critical hire locally in China to support the technical integrity of the construction and ensure that they could enable accurate technology transfer from the UK Headquarters.

The ideal candidate needed to have experience working for both western corporations in a role requiring global stakeholder engagement whilst also bring experience of delivering commissioning programme in China. It was essential that they be able to speak fluent English and Mandarin to be able to effectively support and influence in both environments.

 

THE SOLUTION

Our solutions started with focusing on the chemical and specialty chemicals businesses that were based in China. To ensure full coverage of potential talent, we also researched EPC businesses as this area of the market is buoyant with strong engineering and commissioning talent, however, might lack the full project scope. We wanted to investigate opportunities to find people with diversified backgrounds that included a mix of both EPC and chemicals knowledge. The role was seen as highly sought attractive to the market but there was limited talent available with the relevant background criteria; many candidates has been responsible for commissioning in their careers but without experience of next stage engineering on a plant.

The market for an ideal candidate was restricted which meant we needed to think outside of the box and look at candidates who fit most of the criteria but maybe lacked in other areas. Our solution provided a clear view of the talent options in engineering and commissioning in the specialty chemical market across China, including both expat and local talent.

 

THE RESULT

We were able to identify 5 profiles from our search strategy criteria, ultimately finding the ideal candidate who was in many ways a “unicorn profile”. Our candidate came from the chemicals industry, was an expat based out of China and spoke fluent Mandarin. Their experience also fit all the relevant skill sets our client required as well as being an excellent cultural fit with the business.

To conclude, the search was a huge success which was made possible through various screenings on Miramar’s side and close interactions with the client on market information and insights.

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Head of Engineering, Specialty Chemicals

THE CHALLENGE

Our client, a global specialty chemicals organization, is in the process of constructing a greenfield site with their joint venture partner in China. Due to travel restrictions they needed to make a critical hire locally in China to support the technical integrity of the construction and ensure that they could enable accurate technology transfer from the UK Headquarters.

The ideal candidate needed to have experience working for both western corporations in a role requiring global stakeholder engagement whilst also bring experience of delivering commissioning programme in China. It was essential that they be able to speak fluent English and Mandarin to be able to effectively support and influence in both environments.

 

THE SOLUTION

Our solutions started with focusing on the chemical and specialty chemicals businesses that were based in China. To ensure full coverage of potential talent, we also researched EPC businesses as this area of the market is buoyant with strong engineering and commissioning talent, however, might lack the full project scope. We wanted to investigate opportunities to find people with diversified backgrounds that included a mix of both EPC and chemicals knowledge. The role was seen as highly sought attractive to the market but there was limited talent available with the relevant background criteria; many candidates has been responsible for commissioning in their careers but without experience of next stage engineering on a plant.

The market for an ideal candidate was restricted which meant we needed to think outside of the box and look at candidates who fit most of the criteria but maybe lacked in other areas. Our solution provided a clear view of the talent options in engineering and commissioning in the specialty chemical market across China, including both expat and local talent.

 

THE RESULT

We were able to identify 5 profiles from our search strategy criteria, ultimately finding the ideal candidate who was in many ways a “unicorn profile”. Our candidate came from the chemicals industry, was an expat based out of China and spoke fluent Mandarin. Their experience also fit all the relevant skill sets our client required as well as being an excellent cultural fit with the business.

To conclude, the search was a huge success which was made possible through various screenings on Miramar’s side and close interactions with the client on market information and insights.