Page 23 - Amoria Bond Renewable Energy

We dedicated a highly skilled project group from the UK Energy Team and they were able to leverage considerable experience and market knowledge throughout the selection process. This was particularly valuable in candidate screening and benchmarking which included phone interviews of long and short listed candidates to assess suitability and motivations amongst other considerations. Our rigorous screening included securing 6-8 references per candidate for the COO role; 4-5 references for the US CEO position from various international countries (Germany/UK/USA/Australia).
Challenges faced
Whilst there were lots of senior wind professionals, candidates with niche industry experiences in international wind project development are scarce. This challenge was heighted by the need for the candidate to be fluent in German. This requirement was further complicated as the project fell over the peak holiday season in Germany. It’s common for people to take 3-4 weeks leave during this timeframe which our client’s CEO, HR manager (and shortlisted candidates) did promptly
after extending the project to include the
USA CEO role.
Our solution
As trusted and collaborative partners, our client shared their strategy upfront with us so we
had a solid foundation and understanding of their needs, which enabled us to very quickly complete and get sign-off of the vital NA&VC processes/documents for the additional USA CEO role. During the holiday period, we
were able to identify and screen 5 shortlisted candidates which we submitted to our client. Four of the shortlist were interviewed for the role.
We proactively co-ordinated candidate/client interview availability and managed the schedule for interviews, whilst also producing Progress Reports and detailed interview feedback.
This ensured that we maintained momentum
for our client as well as continuing to offer a great service.
All of the shortlisted CVs were screened by
our client’s CEO who interviewed the candidates before recommending to his Board. Such was the relationship with our client, we were able to leverage our extensive sector knowledge to get the CEO to reconsider and interview a COO candidate he’d initially rejected off CV. This candidate then became the 2nd preferred candidate!
During the candidate shortlisting, a further service ‘value-add’ opportunity was identified when it transpired that our client required executive level CVs and service documentation to be translated into German for their Board. We were able to offer and provide this service through our multi-lingual Legal Team.
After the placement was made and to ensure both parties were happy and satisfied, we followed up with a post placement face to face meeting at a wind energy industry trade event (Germany) with the CEO and newly appointed COO.
As a result of the great service they had received, our client shared with us their recently developed strategic plans to build
an international project development team in their new Hamburg office. This team required a number of international and multi-lingual candidates. Because of our mutual trust/ partnership approach and track record of supplying quality candidates, we provided a sample of candidates from our talent network, the first of which was subsequently offered and placed as ‘Project Developer-EU’ .
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