Business Challenge
A finance transformation programme required consultants who understood both ERP systems and business process redesign, a combination that's genuinely harder to source than either skill set alone, since most candidates lean toward one side or the other. Hiring for only half of that combination and hoping the rest could be trained on the job would have slowed the programme down exactly when the Partner needed momentum.
Our Solution
A specialised hiring team focused specifically on Finance, ERP and Consulting professionals, screening for that dual capability directly instead of settling for one half of the skill set. Screening interviews were built around real business-process scenarios layered on top of ERP specifics, not just a systems checklist.
Our Approach
Interviews assessed ERP systems knowledge and business process redesign experience together, rejecting profiles strong in only one dimension.
A team specialising in Finance, ERP and Consulting profiles meant candidates were qualified by people who understood the domain, not generalist technology recruiters.
Rather than a systems checklist, assessments centred on real transformation scenarios the Partner's teams were actually facing.
A 10-day average closure time reflected how much screening work happened before a candidate ever reached the client, not corner-cutting.
Client Voice
“Most candidates we'd seen before were strong on ERP or strong on process, rarely both. This time, both showed up in the same person.”
— Partner – Finance Advisory
The Outcome
A 92% candidate joining rate on senior project-based roles meant the programme rarely had to restart a search after an accepted offer fell through.
