This was a comprehensive meeting with Shirley Butcher and Brian Svejsoe from CRC Evans, joined by Liam Jenkinson and Jaay Marolia from our team. The discussion focused on the recruitment process for a key IT role managing business applications, alongside updates on recent hires and company background to assist with candidate attraction. Key points: - Shirley’s team recently hired Laura Watson as an ERP analyst; she reports to the role we are currently recruiting for. - The open role is business IT-focused, overseeing the application portfolio, service management, and infrastructure, including cyber security aspects, rather than pure IFRS functions. - CRC Evans is a specialist welding and coating company with about 1000 employees across 19 countries, fast-growing with further acquisitions planned; it's private equity-owned by Blue Water. - The ideal candidate must understand business processes, prioritize tasks effectively, and confidently communicate with senior management. - Salary targeted is up to £85,000 plus a 15% bonus scheme and usual benefits like private medical cover, life assurance, pension, and hybrid working (typically three days in office, but flexible). - The role involves managing applications such as SAP G6, Salesforce, SuccessFactors, Concur, and Microsoft Office. - The candidate location preference is near the Burn site to facilitate team collaboration, with some hybrid or remote flexibility. - The interview process involves an initial chat with Brian for cultural fit and communication skills, followed by formal interviews with HR and management—Brian prefers to interview several candidates physically on the same day if possible. - Shirley emphasized the importance of quality over quantity in candidate submissions: screen thoroughly to align salary expectations, skills, and motivations before sending CVs along with a summary explaining why candidates should be considered. - Jaay to take lead on the recruitment process going forward, with Liam available for support. - Shirley will provide the names of candidates previously interviewed to avoid duplication. - No car allowance is provided; expenses are managed as per company policy. - Vendor paperwork and terms of business are in progress; Shirley to complete and sign soon. Action points: - Our team to go out to market immediately and send 5-7 screened candidate profiles with detailed talent packs by Thursday close of business. - Await Shirley’s list of previously interviewed candidates to avoid resubmissions. - Shirley to send over the benefits package documentation for comparison. - Arrange provisional interview slots for next week once profiles are reviewed. - Maintain clear communication with Brian and Shirley to ensure alignment on candidate quality and process timing. - Jaay to lead candidate sourcing and communications moving forward. Remember in future conversations to ask about ongoing acquisitions, as growth presents opportunities for new roles and team expansion. Also, note Shirley’s emphasis on candidates being proactive and driven to own the role long-term, and Brian’s focus on communication with C-suite stakeholders as a critical attribute. This will help tailor candidate presentations and enhance client rapport.
- Ref:
- 49037