Schenck Process Ltd
In July 2013 after 14 years at Rolls-Royce Aerospace and 4 years at David Brown Gear Systems, I made the decision to move from Aerospace and Gear System manufacture into a new industrial sector. As my career has been very successful within these two organisations, I have had little exposure to the world of recruitment, other than finding candidates to fill key appointments in my organisation. At the point of transition from David Brown I was very unimpressed with the calibre of senior recruitment consultants available to me.
It was important to me to find a partner that would operate in the interests of both me and any potential employer. Establishing the right partnership is in my opinion the foundation for stability and long term success and satisfaction. During my first meeting with John we spent a great deal of time establishing my “career road map”. This helped me to solidify what roles, opportunities, companies and markets I would want to work with in the future. This approach is very different from the multitude of executive recruitment consultants available.
Through discussions with other executive leaders and friends it was clear to me that John had a recognised reputation for this approach and was very successful in selecting the right candidates for the right opportunities. John offered me the chance to engage with Schenck Process, who were going through a period of change and reconstruction. Schenck Process was not a company that I had any exposure to in the past but under John’s guidance I met with their senior leadership team and immediately established a bond. I joined Schenck in October 2013 as the COO for the UK operation.
John is a highly skilled and trustworthy individual. I respect his opinion and hold in high regard his recommendations. I will continue to work with John on key appointments at Schenck, and will continue to seek John’s advice as I pursue new opportunities in my future career.
Chief Operating Officer
Andrew approached Newman Stewart when he saw an advert for an Operations Director we had been retained to recruit for a client in Yorkshire. Though it became clear from our initial discussion that his background and experience did not entirely match the requirement of the role we were recruiting, either for Andrew or the client. We decided mutually that it would be best to retain his details on file as his experience was very relevant to the sectors we operated in.
Within 8 weeks Newman Stewart had been given a mandate to search for a Chief Operating Officer for a key client within Yorkshire. As part of our Network we approached him and invited him into our head office to be interviewed against the confidential brief. It became clear through our interview that Andrew had appropriate the appropriate skills, experience and behaviours to be considered part of our shortlist against 3 other candidates. Andrew was interviewed on 3 occasions by the client and was successfully offered the job.