A global consumer goods company sought to enhance the quality and diversity of its leadership team following the appointment of a new ExCo member. With leadership rotations common and many long-serving executives in place, the client faced challenges preparing for succession. Long time-to-hire and limited external perspective highlighted the need for proactive planning. The goal was to reduce vacancy costs and introduce more diverse, globally-informed leadership into the business.
We worked closely with the client to understand their leadership needs across 12 global regions. Our tailored approach mapped over 1,750 leaders from 225 companies, assessing diversity, hiring difficulty, skills, mobility, and talent quality. This gave the business a forward-looking view of where and how to hire. By focusing on strategic regions and functional areas, we enabled the client to anticipate leadership needs and engage external talent before gaps appeared.
Our talent mapping allowed the client to act quickly when vacancies arose, using real-time market insight to begin five executive searches with confidence. Each process would be completed two months faster than usual, reducing opportunity costs through long term vacancies by an estimated $2.8 million. Importantly, the client was able to engage more diverse leadership candidates, laying the groundwork for a more agile, inclusive, and future-ready executive team across their global operations.
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