Viewing post categorized under: C-Level Management



October 28 / C-Level Management, Operational Infrastructure

COO – Global Investment Bank

The Brief

To find a COO for a global investment bank.

The Challenge

The client wanted to identify a non-traditional COO with a particularly strong understanding of front office functions across the securities market, which narrowed the target candidate pool and necessitated a creative approach.

The Solution

To provide the desired result necessitated a fresh perspective and the ability to look and think beyond the existing COOs within our client’s competitor banks. Our client’s remit required the right candidate to demonstrate in-depth knowledge of markets and the ability to transfer that knowledge from the front office to the CEO’s office for a truly transformational approach. Due to our cross-sector and cross-product expertise and our established relationships with senior candidates, we were able to look at solutions from the front office and in the end the successful candidate was identified in a front-office role.

Our success in this search depended on us thoroughly understanding both our candidate and our client.  Knowing our candidate, we correctly anticipated that the candidate would be interested in a completely new and different challenge outside the scope of their current remit. Through knowing our client well, we were able to find the right mindset, outside of the traditional skillset, to fill this brief.

Key Contact

Taru Oksman
October 28 / C-Level Management, Investment Banking & Advisory

CEO, Russia – Moscow based Global Investment Bank

The Brief

To find a CEO for the Moscow business of a global investment bank.

The Challenge

A very narrow and over-broked target pool of “obvious” candidates in the Russian financial services market, most of whom were already known to the client and for various reasons had been discounted.

The Solution

Given the narrow candidate universe among our client’s peers in the Russian market, we set our search parameters much wider to encompass CEO level individuals with the requisite Russian experience and market knowledge but within other industries including professional services, accountancies and law firms. We also extended our search to include individuals who had previously held senior finance and banking roles in Russia, and so knew the market very well, but who had since moved on to other markets.

We were able to look this broadly because, thanks to our 20+ year track record in the Russian market, our network extends to the upper echelons of the Russian business community and allows us privileged access to very senior individuals. As a result we were able to efficiently identify the non-obvious candidates who nevertheless had the skills, seniority and client access required of the CEO position. It was just such an individual who our client, after considering the options we put forward, decided to appoint.

Key Contact

Taru Oksman
October 27 / C-Level Management, Operational Infrastructure

Head of Strategy, Consumer Product – North African Commercial Bank

The Brief

To identify a Head of Strategy for Consumer Products for a leading North African commercial bank.

The Challenge

The job title did not fully reflect the scope and seniority of the role, nor its central importance to our client in achieving their ambitious expansion plans in the North African retail banking market.   The challenge therefore was to understand what the role really meant to the bank, and to position it accordingly with the right candidates.

The Solution

Our relationship-driven approach to search means that understanding our clients, their businesses and their requirements fully is an essential starting point to our work.  Applying this approach, we were able to perceive how important this position was to our client’s future growth, and how much more senior the role was within the organization’s structure than first appearances would suggest.

Armed with this knowledge, we directed the search towards individuals with the necessary seniority and ambition, and shared with them the true scope of the position and the bank’s growth strategy.  The next phase was to demonstrate to the client that candidates of this level of seniority were indeed the most suitable. Our granular understanding of our candidates’ strengths and motivations, coupled with our ability to navigate the successful candidate speedily through the search and the bank’s complex hiring process further exemplifies the added-value of our relationship-driven approach.

 Key Contacts

Mikael Zoghbi
Taru Oksman
October 27 / C-Level Management, Financial Investors & Portfolio Companies, Operational Infrastructure

CFO, Independent Power Producer, Sub-Saharan Africa – Private Equity Portfolio Company

The Brief

To find a CFO for an independent power producer (IPP), owned by a private equity vehicle and aimed at developing early-stage power-generating assets across Sub-Saharan Africa.

The Challenge

Given the political sensitivities surrounding the power sector, the search was hard to position. In addition, the role required an individual with both greenfield power-development experience and very early stage project finance experience.  Our client’s firm mandate for impact investing necessitated gender and nationality diversity of candidates, with an emphasis on the Sub-Saharan diaspora.

The Solution

Understanding the profile of our client from the outset enabled us very quickly to identify suitable candidates. In our estimation the government-owned power providers across Africa would not provide candidates with relevant experience, so we investigated companies with emerging markets operating presence which developed the assets themselves and put power purchasing agreements (PPAs) in place.

Candidate sourcing was further facilitated via our large network across project finance and more broadly debt, particularly mining & metals, oil & gas, infrastructure and power.  Based on Riverhouse’s 20+ years of emerging and frontier markets experience, we were also able to identify internationally mobile candidates from frontier market regions. As a result of our comprehensive research approach, we were able to produce a highly relevant shortlist showing gender and African diaspora diversity. The search concluded with a successful placement.

Key Contact

Max Fraser