A niche search in a remote location
We worked with an established charity in West Scotland to recruit a Finance Director. Sewell Wallis had an established relationship with the Head of HR at the organisation, and they reached out based on previous experience of working with us on executive level searches.
The Challenge
We were approached by the Head of HR due to an existing relationship that our Joint MD, Kayley Haythornthwaite, had with the hiring manager, having worked with her as both a candidate and a client in the past.
The role was niche, predominantly due to location. The organisation had done their own advertising campaign and had interviewed a handful of candidates, but hadn't found the right fit yet, so decided to reach out to Sewell Wallis for assistance.
Working closely with the Head of HR and the hiring team, we chose to focus in on the relocation opportunity that the role offered. Located in a reasonably remote part of West Scotland, the ideal candidate was someone who would enjoy the quieter atmosphere, the shorter commutes and the culture offered in the region - this became a big part of our advertising approach alongside the strong benefits package on ofer.
The challenge we had came down to matching that specific set of skills with the salary. As is typical when it comes to charity recruitment, budget was tight. Finding someone with the sector experience as well as the commercial background that was required was a difficult search — that combination isn't common in the market.
Our Approach
Due to the hiring team not being sure if what they wanted could be found, the first step was an informal meeting over lunch. We laid out all available solutions, rather than jumping straight to the brief. The wide approach was appreciated, as there were options we outlined that the team hadn't previously considered:
- Part-time and full-time candidates considered: This worked well, as the business wasn't 100% sure they needed a full-time placement - it was more important they got the right person - and it meant nobody was missed during the search
- First-movers from practice: We advised looking at practice candidates as it meant we could target accountants with charity client experience gained in practice, who were ready to make their first move in-house - this covered the technical skills needed as well as the sector experience.
- Self-employed/freelance candidates: Suggesting this as an option meant opening up a wider pool of technical talent who weren't tied to permanent roles, and could work more flexibly than a typical full-time placement.
Following that first meeting, the client came back with a much clearer picture of what they wanted, meaning the brief they gave us was considered and thought through. While we'd waited, we'd begun a broader search, so we were ready to go as soon as we received the brief.
The Outcome
Our shortlist was sent to the client within 3 days of receiving the full brief, and 3 candidates were chosen for interview, a two-stage process covering both technical ability and commercial skills.
The successful candidate was an ICAEW qualified accountant, experienced in the charity sector, who had previously helped another local third-sector organisation grow their commercial scope.
She's settled in her new role, and the charity is happy with her performance.
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