Finance, people and go-to-market leadership from one firm
Sole sponsor ownership, a revenue-model change, an acquired software line, and the Chief Accounting Officer gone mid-plan. CAO and Head of Workforce Planning and Analytics on retained mandates, senior sellers on both sides of the Atlantic, first shortlists inside eight days.
- Situation
- A platform serving the world's largest financial institutions, newly under sole ownership by a global special-situations sponsor. Revenue model moving from hardware and maintenance to subscription. An acquired software line with no sales motion. New capital committed against the plan, and the CAO gone midway through it.
- Mandate
- Chief Accounting Officer and Head of Workforce Planning and Analytics, both retained. Senior sellers for the acquired platform in the US and the UK.
- Result
- CAO and Head of Workforce Planning and Analytics placed; senior sellers placed in New York and London from one search.
- Pace
- CAO shortlist on day 8, in seat in five months through a year-end close. Workforce analytics, brief to offer in 28 days.
Midway through that plan the Chief Accounting Officer left. The seat that the sponsor and lenders see every quarter during a revenue-model change was empty, and the go-to-market build for the acquired platform had not started. Bennett Search Group was retained for the Chief Accounting Officer and the Head of Workforce Planning and Analytics, the two seats that give an owner visibility into performance, people and cost, and placed two of the company's top-producing sellers to open the new motion, one in New York and one in London, run as a single search from the same brief. Alongside, it covered the FP&A leadership market as the finance structure settled around the new CAO.
Brian wrote every briefing, took every first conversation himself and calibrated each slate with the COO. The client worked from the same live view of the market he did. The CAO shortlist was on the COO's desk on day eight and the hire in seat in five months, through the client's own process and a year-end close. The workforce-analytics search went from brief to offer in 28 days. No search took longer than eight days to reach a first shortlist.