The Client: Manufacturing Company with headquarters in Sofia and a factory,
located in the North-East part of Bulgaria
Size: 300 + employees
The case: The Client engaged the Factory to identify, source and introduce the
Head of Marketing role
The Project:
When the Client contacted the Factory, the company has already initiated an extensive change
management process due to a decision to re-design its strategic functions.
A lot of quality work has been done to introduce new leaders for the key internal functions. The
Head of Marketing has not been identified yet and the company required professional assistance
from us.
The project was very interesting and challenging one as it was part of a whole transformational
process for the Company – turning into a truly international business with goals to expand
throughout Europe, Russia and the Americas.
The Head of Marketing was a key role to drive this business expansion. The profile was extremely
difficult and interesting.
Our Approach or What We Did?
1st Phase:
Two of the Senior Factory’s consultants were engaged with the execution of the project.
The Client had already met with few professionals with relevant experience and background but
felt that none is the “right one”.
The Factory decided that in this project the best solution is to design and implement an
executive search strategy so as to attract and recruit “the perfect match” for the Head of
Marketing role. The action plan was designed and agreed with the HR Director and Commercial
Director.
The project started on August, 1st – the month when everyone was on vacation ☺ and no one
wanted to talk about work.
2nd Phase:
The initial target list included more than 30 professionals.
The consultants had more than 25 F2F meetings with senior marketing professionals from different
industries and with different skillset. Their expertise and personal characteristics were
assessed in the context of the Client’s requirements and vision for the role.
The Factory presented to the Client 8 applicants who were interviewed by the Commercial Director
and the HR Director. Two of them met with the Owner and CEO of the Company as a final step in
the process.
The Result: The Client identified, offered and employed one of the Factory’s
candidates that fit to all of the criteria and ideas for the role!!!
The Commercial Director, the HR Director and the Owner and CEO of the company were so impressed
by the other applicant who met, that they offered her another role within the Executive
Management team. Overall - we had 200% completion rate!
The Client: EU Logistics company, Sofia
Size: 60+ employees
The case: The company recently established an outsourced logistics service center
in Sofia and experienced difficulties attracting new employees with specific professional and
language skills. The Company did not had an employee with a dedicated recruitment role and
relied on job boards for the advertisement of their open positions.
The Project: The project involved sourcing, attracting, assessing, selecting and
presenting to the client suitable candidates for their current openings. The PSF team did
tremendous work in the area of employer branding and employer image as well. We advertised the
company during dedicated professional events and helped our Client to better position on the
dynamic labor market.
Our Approach or What We Did?
1st Phase:
We collaborated with the Country Manager in order to define the requirements for the open
positions. We prepared a market availability analysis for those profiles and targeted companies
where such professionals could be found.
2nd Phase:
We designed attractive sourcing campaign, catchy job postings for the local job board sites and
professional social medias. In addition, we performed internal database searches to speedily
close few critical vacancies.
After conducting competency-based interviews with the candidates that we’ve managed to attract,
we presented a shortlist with pre-selected applicants to the client.
The Result: Three vacancies and 3 successful placements within one month.
The Client: Shared Services Center in the tel-co sector, Sofia
Size: currently 350 employees
The case: PSF team supported the tel-co company in the development of is finance
shared services center in Sofia (overall recruitment for various finance, procurement, sales
administration & IT roles). PSF team was involved in search and selection of some of the
Department Heads, direct reports to the CEO.
The Project:
The Client has already started the recruitment process for its finance shared services center in
Sofia (the center was opened in October 2014).
Later in the beginning of 2016, PSF was chosen for one of the vendors that had to perform
recruitment services to the company, based on the specific expertise and professional background
that the Factory’s consultants have in this area.
The Factory had to understand the recruitment needs of the Client and perform an end-to-end
recruitment service.
Our Approach or What We Did?
1st Phase:
We worked closely with the HR Business Partner and the HR department to identify and clarify the
recruitment needs of the Client. When needed, our consultants met with the project managers, the
managers and the team leaders engaged with the transition of the roles within the finance shared
services center to build a better, in-depth knowledge about the profiles and the structure of
the teams and various processes.
2nd Phase:
Every week the Company provided to the company between 5 and 10 new candidates who had
experience, background and personal characteristics relevant to the criteria of the Client.
All of the candidates were sourced, attracted, interviewed, assessed and presented to the
Client by The Factory’s recruitment consultants.
The Result:
50 + realized successful placements within the finance shared services center of the Client.
Almost 100 % of the employees placed under that project are still working for the Client!!!
The Client: FMCG Company, South part of Bulgaria
Size: 350 employees
The case: The Management of the Client has invited the PSF team to design,
develop and assist the implementation of а Mentor Program for its Senior management and High
potential employees
The Project:
The Company has already started to develop the performance management process as well as
on-boarding and buddy program for its sales structures. The Mentor program need to address
several strategic goals:
Be a developmental tool for HiPos;
Acknowledge and recognize the value of the Senior managers who might not have a bunch of
vertical promotion opportunities;
Provide a channel for knowledge transfer
Build internal community of experts – “THINK tank”
Improve the performance levels
Our Approach or What We Did?
1st Phase:
We worked closely with the HR Director to identify and clarify the needs of the Program.
In four-weeks time we were able to design and present the first draft of the Program to the
Board.
The Program assessment mechanism was fine-tuned as per the capacity and the specific goals
of the organization.
We designed tailor-made tools for “Matching Mentor and mentee”; identification of the
preferred styles, Evaluation forms, etc.
2nd Phase:
We designed and delivered two workshops for the Mentors and the mentees;
Presented to the participants various tools and practiced with the team the time management
techniques; constructive feedback; effective listening; coaching techniques;
The learning was highly experiential one – four days full of real-life scenarios.
We did the Strengths Finder 2.0 questionnaire and the team had identified the top strengths
of each member.
Every participant received an individual “Participant Guidebook” with collection of tips and
hints on the application of the different techniques.
The Result: The Client engaged us to design a Leadership Academy for their
managerial team!!!
The Client: Manufacturing Company, South-Western part of Bulgaria
Size: 350 employees
The case: The Management of the Factory has been identifying various issues with
the motivation of the workers; rising levels of absenteeism; difficulties to recruit new workers
and backfill vacancies. All issues reflected in constantly rising cost of production and cost of
labour and inability to respond to clients’ orders on time.
The Project:
Assessment of the organizational climate and working environment; Communication audit and
Analysis of the motivation of the workers and analysis of the reasons to present sick leave
notes.
Identification of priority actions for the Management for the first six months and development
of action plan
Design and implementation of sourcing strategy with elements of employer branding campaign to
promote the image of the employer in the region.
Our Approach or What We Did?
1st Phase:
4 consultants worked on-site to conduct interviews with representatives from all functions and
levels.
The information was analyzed and presented to the Senior management and the Owners.
An action plan was designed and agreed with the Management.
Communication strategy was prepared and implemented in the factory to engage the workers and
promote the actions.
2nd Phase:
3 consultants worked on preparing a sourcing strategy and employer branding campaign in the
region.
150 interviews were conducted by our team which resulted in 40 hires
The Result: improved working environment; improved engagement and motivation of
the workers
Improved production levels; reduction in the levels of absenteeism; improved internal
environment; reduced cost of labour with 15-18% for the first six months.
