Case Studies

Tech Distributors Get Southern Sales Team Boost

Business Background

Focus 5 were approached by an ambitious, growing tech distribution company in Greater Manchester who were needing to expand their Southern based sales team.

Recruitment Challenge

They needed to recruit a high achieving External Account Manager in the South with experience in the Cyber Security sector.

Someone who had knowledge of the IT sales channel and someone who had a proven track record in generating new business and also expanding accounts with existing clients.

Focus 5 Solution

As standard, we created a brief which we shared with our registered candidates, our wider network and on 4 premium job boards including LinkedIn Recruiter jobs.

This was not a role though on which we could rely purely on our existing network. We targeted specific individuals in the south who were working with other distributors or resellers.

Focusing on high achieving companies we were able to find candidates who were not “actively” looking and engage with them to discuss the unique opportunity we had.

Outcome

Within 2 weeks of taking the brief we had 9 experienced candidates over with our client, 6 of who were not “active” or looking on job boards. All 9 were progressed to first stage interview, with 4 progressing immediately through to 2nd stage.

With 2 fantastic candidates progressing to a final stage our client faced a tough decision. The end result was that our client ended up taking on 2 EAM’s as the standard of candidate was so high.

If you’ve got a similar situation and requirement, do please get in touch. Although we work predominantly in the North West we have a nationwide network of candidates along with the tools and experience to target your ideal next hire.

Focusing on Hiring for the First Time

Business Background

We’re involved on a informal basis with a number of tech start-ups. We give support and advice free of charge, and we love being part of a network that’s so full of energy, enthusiasm and passion for the tech sector.

One of the companies we’ve got to know well had reached that point all successful new organisations have to get through – taking on the first new hire.

Recruitment Challenge

Taking on a new recruit is often a difficult decision – without additional resource, growth can be stifled. But taking on new resource without initially having the increased revenue to offset the added cost can be a gamble.

In embryo companies, it’s absolutely crucial to make sure every single new person is right. It’s often not just a case of the skillset, but also mindset that matters.

Focus 5 Solution

We took time to understand exactly what it was that the business wanted to achieve, and what they wanted the new recruit to bring to the organisation.

We thought about the tasks that the company owner was currently doing himself, and worked with him to identify what he could delegate to the right candidate, freeing him up to focus on driving the business forward.

Taking onboard the plans the company had for its future, we suggested an alternative solution to the option they’d been pursuing.

We suggested recruiting a skilled Business Development Manager, and outlined the potential benefits of a stepped approach. We recommended recruiting a part-time BDM to work initially on a contract basis.

This gave both the company and the successful candidate the flexibility needed to proceed with confidence and meant that the company had absolute clarity and control over the costs involved in recruiting and retaining staff, particularly around sick leave, holiday entitlement and pension commitments.

Outcome

We’ve been delighted to see how quickly the successful candidate has begun to make a positive impact.

He’s adding significant value, and revenue is increasing as a result.

The company is already considering offering a permanent, rather than contract role, with an option to increase to full-time hours.

If you’re looking to make that all important initial hire, get in touch, we’ll be happy to help ensure you’re getting just the person you need, to achieve exactly the outcome you’re looking for.

Focusing on Building an In-House Team

Business Background

Focus 5 have been working with one of the UK’s largest, and most trusted financial lifestyle solutions companies. This company know that it’s people that really matter, defining the company’s culture. They know people work better when they’re happy in their jobs and are passionate about what they do. Getting recruitment right is a key part of this.

The company has recently received significant PE funding and has ambitious plans. They knew that technology was going to be key in driving change and transformation. Up until this point, IT support and delivery had been outsourced to a Managed Services Provider. This had been a suitable solution, but the new plans required ownership and strategic direction to be brought in-house.

Recruitment Challenge

Bringing IT in-house was a big undertaking. From developers to analysts to project managers, an entire lifecycle team was going to be needed, over a timescale of six months.

The twin challenges – the sheer number of roles and timeframe to onboard them – demanded a clear, dedicated and structured approach.

Focus 5 Solution

Over the six month period, we worked with the Chief Procurement Officer, agreeing and creating job specifications.

The culture at this company is very special, and we kept this front of mind at all times through the process. We had to make sure we were looking for people that not only had the right skills but would also be a good fit culturally for the organisation.

Outcome

A new team can take a while to really bed in and get going, but with this client they’ve rapidly moved through the forming stage to performing, with productivity increasing as a result.

The company is seeing a monthly saving of over £10k, and crucially now has the agility within its in-house team to react rapidly to changing market conditions and new working patterns.

If you’re looking to create or add to your in-house team, get in touch, we’ll be happy to help drive through the process and secure a return on your investment.

Focusing on Supporting In House Recruitment

Business Background

We’ve recently been helping a business that’s been facing a ‘positive’ sort of problem.

This tech focused company has been growing steadily, and has reached that stage which many similar companies will recognise – a recruitment drive that was threatening to overwhelm the in-house recruiter and call a halt to ambitious, business-critical plans.

Recruitment Challenge

Having received an injection of private equity investment funding, the company was primed to expand, with a strong strategic vision and clear goals.

To make these plans a reality, a number of key roles were created. The company has an experienced in-house recruiter who began the search for the candidates they needed, alongside company directors who were closely involved in the process.

It soon became clear that managing the number of responses to the multiple roles on offer was going to be a significant challenge. There were simply too many for the in-house recruiter to manage within the timescales the business had set, and the slow progress was setting back the drive for expansion and development.

Focus 5 Solution

We were approached to provide support to the in-house recruiter.

Working together, we identified which of the roles were proving most difficult to fill. Taking these specific roles, we were able to thoroughly review potential candidates who were actively looking for a new role.

We also looked hard at the passive market – skilled specialists who although not actively job hunting, were a great fit for the roles available, and who proved open to an informal approach.

Throughout the process, we worked hand in hand with the in-house recruiter and the directors who were actively engaged in filling the roles. Meanwhile, the in-house recruiter was able to focus on successfully filling the remaining roles.

Outcome

We’ve successfully placed a Marketing Manager and a Developer with the company, both of whom have settled quickly into their new roles.

Plans for expansion and development are now back on track, and the company is confident of hitting its initial objectives on time and on budget.

If time is short, or the volume of applications is mounting, get in touch, we’ll be happy to help keep mission-critical goals on target.