CASE STUDY 1
Post-Series A FinTech: Hire Executive Team
Client Profile
Corporate Banking FinTech
Situation
Postseed/post Series A
Task
Hire Head of Sales and CTO after seed round was closed
Hire CRO, CMO, CFO, CHRO after Series A was closed
Approach
We initially spent time with the firm’s leadership and the lead Venture Capital to understand the firm’s background, product functionality, competitive advantage, and future goals. We developed an understanding of the types of candidates that would be a fit and constructed a strong story and strategy to assess candidates. After agreeing on a strategy for the searches, the team executed a 2-week candidate outreach process and filled all positions in a 10-week time frame.
Results
Head of Sales and CTO were closed ensuring the firm could enter their Series A funding round. Once Series A was completed, the firm needed to expand its Executive level team with CRO, CMO, CFO, and CHRO. These hires were all completed in a three-month period and now this firm is one of the fastest-growing FinTechs in the US.
CASE STUDY 2
Management Consulting Firm: Reputational Issues
Client profile
Mid-sized management consulting firm
Situation
The firm struggled to hire Directors and Partners through other Search firms due to reputational issues caused by the firm’s previous ownership and leadership team.
Task
Hire a team of Partners to drive a new strategic direction of the firm.
Approach
We started by testing the water with the market and put together a SWOT analysis on the firm’s brand. Together with the firm’s leadership, we discussed all feedback we had received from the market to determine what was accurate and what The Tayler Group needed to re-educate the market on. Through some trial and error, we understood the optimal candidate profile for the firm and started working across the US and LATAM in placing Partners / Executive Directors at the firm.
Results
The Tayler Group team has placed 23 Senior leaders across the firm and the reputational issues of three years ago have markedly diminished.
CASE STUDY 3
Management Consulting: Low Retention
Client profile
Global change management consulting firm with 4,000 employees
Situation
In 2019, following an unsatisfactory experience with a large search firm, The Tayler Group was brought in to support Executive level hiring. Previous search firms had brought in individuals with shiny resumes and impressive history that did not consider the fit with the firm’s hands-on culture and local market approach. This resulted in a low retention rate for recent placements.
Task
Following a revised company-wide strategic direction, this firm needed strong pockets of leadership across the organization’s geographies and capabilities.
Approach
Given the firm’s past experience with Search firms, we wanted to understand “why” the previous placements were unsuccessful. We discovered that they were hiring from an individual Rolodex, and hiring for “who” they know as opposed to “what” they could do. While it is important to have a network, The Tayler Group understands that you need much more than a few contacts at a Fortune 1000 to sell strategic consulting projects.
Once we identified the problem, we decided to focus on individuals who could demonstrate a real track record of building consulting practices for smaller firms with lesser-known brands. Given the flat structure of this organization, we knew that we were looking for individuals who had a history of rolling up their sleeves and thrive in that type of environment.
Results
In two years, The Tayler Group has become their exclusive search partner, placing four Heads of Businesses across the organization. This included four different industry focuses in four locations. All of the individuals placed by The Tayler Group are still with the firm today.
CASE STUDY 4
FinTech: Sales Culture Change
Situation
In 2019, the organization hired a new Global Head of Sales who was charged with improving “all things revenue” across the organization, including hiring, sales process, pricing, and product delivery. The Tayler Group was brought in to build out the Senior Sales team across New York and London.
Task
Bring our client high-quality, senior enterprise salespeople, as opposed to former Sellside / Buyside business developers – a different hiring approach than the firm had previously used.
Approach
Understand the “why” behind the change in hiring strategy, learn the brand/company story so that we could tell an effective story to the market. The company had previously hired salespeople from banks who were often well connected, but unable to conduct an end-to-end Enterprise Sales process with Banks, Asset Managers, and Hedge Funds. The Tayler Group was able to explain to the market that the firm had such a strong product, that Capital Markets expertise was not the primary requirement, and that a strong Sales Process would yield great far better results, both for the firm and the candidates personally.
Results
Over a period of 11 months, The Tayler Group placed 10 Senior Sales professionals, including the Head of Europe.. The 20-plus-year-old firm has seen double-digit growth in ARR over the last year and we continue to support them in Senior Commercial Hiring to this day.
CASE STUDY 5
FinTech: Diversity
Client
Post-Series A Market-Leading Fintech
Situation
One of our FinTech clients was looking to add four members to its Executive team after securing its Series A round of investment. The company was focused on increasing innovation by driving a collaborative and well-rounded decision-making process. To maximize the spectrum of ideas stemming from the Leadership team, this firm wanted to ensure that 50% of these hires would be diverse. The Tayler Group was chosen by our client, fully aware of our diversity practice and our market expertise – many firms bring in Diversity Search firms or Consultancies that do not possess the appropriate domain expertise to execute these types of assignments.
Approach
To maximize the reach of the search, The Tayler Group ensured that all diverse groups were taken into account, including gender, ethnicity, orientation, and veterans among others. By reaching out to our extensive network and diversity organizations that our firm is a member of, we were able to bring dozens of qualified candidates to the table.
Results
Over a 3-month period, The Tayler Group placed three diverse executives on the organization’s leadership team, bringing the total diversity percentage of the leadership team to over 50%. These diverse hires included a woman, a man of color, and a veteran. They have contributed to unforeseen business growth in underrepresented markets for the firm.