Our client wished to create external succession candidate pools for seven critical ExCo-2 global leadership positions in their consumer division. Committed to enhancing diversity at their senior levels of management, our client briefed us to only identify and bring forward gender-and ethnically- diverse successor candidates.
This was a succession planning programme attempting to identify world-leading global talent across a wide range of technical and product disciplines, including cyber security, cloud, unified communications and internet-of-things.
Using a combination of desk research and industry networking, over three months we investigated over 220 companies globally, across a range of company types, including multinational tech & software firms, telecommunication network operators and equipment vendors, systems integrators and ITS firms and digital businesses. We identified, profiled and graded according to fit 324 potential successor candidates. We only included female and ethnically-diverse potential candidates in our succession pipeline.
Following a review with the client, we engaged with a large number of the highest calibre potential candidates to establish their appetite for a future progression and to qualify them in detail against the key role criteria for each position. As a result, we were able to create pools of succession talent for all seven mission-critical positions.