At Saltor Talent we led the process of finding a profile to succeed the CEO of a family business in the logistics sector who had been in the position for more than 25 years. From the Board of Directors of the company, we were asked to evaluate both internal candidates and carry out an active search to find the best solution.

1. What was the challenge?

 The project presented a great challenge. The client was an SME in the refrigerated logistics sector whose CEO had been a prominent leadership figure and had achieved excellent results. The objective was to find a successor to the occasion, which was particularly difficult given the inbred nature of the sector and the numerous historical relationships of the company's ownership with the different market players, which resulted in an extensive list of off limits.

2. What did we do and how did we do it?

 First, we carried out an exhaustive mapping of the market, identifying the companies in the sector that could be potential targets for the project and that were not on the list of off limits. Subsequently, we explored companies from other sectors that presented relevant similarities and that could be considered targets, with the aim of identifying possible candidates. Secondly, we interview all potential candidates, both internal and external, following an objective, rigorous and unbiased process. Throughout the process, we maintained continuous and thorough communication with the Presidency and the General Management of the company to inform them of the status of the process and receive their feedback, as this was a key position for them and they wanted to make sure they made the most optimal decision. We presented the client with 6 candidates (2 internal and 4 external), including a General Manager of a company of direct competition, a General Manager of a company of a related sector and 2 Operations Directors with experience in the management of income statements.

3. The Final Solution

 After interviewing the external candidates presented by Saltor Talent, the client decided not to continue with the internal candidates and to move forward with the candidates who currently held a COO position. After several interviews and the comparison of the references taken by Saltor Talent, he joined one of them, who now holds the position of General Director. In this project, where  the off limits made it difficult to find companies in the sector, the exhaustive identification of related companies and sectors was key. Betting on profiles that had not held the position of General Management, but who had experience leading teams and managing similar operating accounts, allowed to incorporate profiles with potential and motivation. At Saltor Talent we continue to continuously monitor their incorporation and both the client, and the candidate are highly satisfied with the process.