Background
Veredus provide executive talent across the transport and infrastructure sector, including many of the UK train operating companies, Network Rail and the Rail Delivery Group.
We recruit exceptional individuals across all functions, including HR, Finance, Operations, Engineering, Health and Safety, Procurement, Projects and Programme Management.
The client
West Midlands Trains (WMT). WMT operate two train networks – West Midlands Railway and London Northwestern Railway – connecting London, the Midlands and the North West.
The brief
The planned retirement led to a need to hire a new Operations Director and as a specialist executive recruitment firm within rail we were asked to undertake the assignment.
The role was responsible for leading WMT’s Operations directorate, proving inspirational leadership to contribute to delivering the company’s business strategy to achieve defined business goals and required cost savings.
Our approach
Our approach was a detailed and comprehensive search, both inside and outside rail. We did not advertise the role, as together with the client we had a clear understanding of the type of individual required and where to find them. In addition, confidentiality was important to all parties concerned and a targeted search was therefore deemed the best approach.
Once candidates were identified and approached, they were assessed and interviewed, and we then asked the shortlisted candidates to complete a Candidate Profiling Document (CPD) outlining their individual suitability. The CPD allowed the candidates to demonstrate their skills and experience in more depth and relevant to the role, and it also provided background as to their motivations and approach.
The two-week search generated a long list of potential candidates that were then agreed with the client, before we approached them to assess their level of interest. Over a further two week period we reduced the list and engaged with 19 candidates who demonstrated both the interest required in the role and the level of skills and experience needed.
This resulted in our interviewing 12 candidates and then asking the shortlist of 6 to complete a Candidate Profiling Document.
The client interviewed 3 candidates and then invited a fourth candidate into the process, who was ultimately offered the position.