Case Studies
CASE STUDY 1 – WELLS FARGO
Client Profile
Corporate Banking FinTech
Situation
Post seed / 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 leadership and the lead VC learning about the firm, background, product functionality, competitive advantage and future goals. We constructed a story and a one-pager detailing the value proposition of the firm. We ten executed a 2-week research process on all roles ensuring we filled all positions between 6-10 week timeframe.
Results
Head of Sales and CTO were closed ensuring the firm could enter their Series A funding round. Once Series A was closed the firm need to expand its Executive level team with CRO, CMO, CFO and CHRO. These hires were all completed in a 3 month period and this firm is now one of the fastest-growing FinTechs in the US.
CASE STUDY 3 – FARMERS INSURANCE
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 were bringing them individuals with shiny resumes and impressive histories but did not consider the fit with the firm’s hands-on culture and local market approach. This resulted in a high retention rate of recently placed individuals.
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 a pattern – they were hiring for an individual rolodex. They were hiring for “who” they know as opposed to “what” they can 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 lesser-known brands/smaller firms. Given the flat structure of this organization, we knew that we were looking for individuals that not only had a history of rolling up their sleeves and taking on responsibilities outside of their official job description, but individuals who 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 2 – CARSON GROUP
Client profile – mid-sized management consulting firm
Situation – due to previous ownership/leadership the firm had reputational issues in certain regions of the US. They had therefore, experienced difficulties in hiring partners through other search firms.
Task – Needed to hire a new 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 firms brand. Together with the firms leadership we discussed every comment / question / we had received from the market and understood what was accurate. We then spent time with leadership to understand the culture. Through some trial and error we understand the optimal candidate profile for the firm and started working across US and LATAM in placing Partners / Executive Directors at the firm.
Results – 3 years later The Tayler Group team has placed 20+ Senior leaders across the firm and the reputational issues are significantly less widespread than they were 3 years ago.
CASE STUDY 4 – JACKSON & BAILEY
Client profile – 200 person Global Capital Markets Advisory and Research firm.
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, rather than 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 a requirement, and that a strong Sales Process would yield great results, both for the firm and the candidates personally.
Results – Over a period of 7 months, the Tayler Group placed 7 Senior Sales professionals, including the Head of Europe with this organization. The 20+ 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 – MAKER’S DESTINY
Client: Post Series A Market-Leading Fintech
Situation: One of our Fintech clients was seeking to hire several new executive team members as a result of their growth in the market and recent series A investment. Dedicated to increasing innovation and ensuring enhanced decision making, the company wanted to ensure that these hires were all diverse. As a diversity-focused search firm, they engaged The Taylor Group to advise them of their diversity strategy and recruit several diverse executive hires.
Approach: Seeking to maximize market reach for the firm, The Tayler Group wanted to ensure that all diverse groups were taken into account, including gender, ethnicity, orientation, and other groups such as veterans. Reaching out to our extensive network and organizations that The Tayler Group is a member of, we were able to bring dozens of qualified diverse candidates to the table.
Results: Over a 3 month period, The Tayler Group placed four 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, individual of color, woman of color, and a veteran. Because of these diverse hires, the thinking and experience that these diverse executives have brought to the table have allowed the organization to expand in underrepresented markets.