Case Study — Executive Insolvency Search
Three Carefully Selected Candidates. One Successful Executive Hire.
Industry: Insolvency and Financial Restructuring — Location: Canada, Fully Remote — Role: Senior Insolvency Executive — Time to Fill: 4 Months
— The Situation —
Senior role, a distributed operation & a direct line to the CEO.
A prominent Canadian insolvency and financial restructuring firm needed to recruit a senior executive for a fully remote leadership position reporting directly to its CEO.
The organization required someone with extensive insolvency knowledge, executive judgment and the ability to provide leadership across a geographically distributed operation. Because the position worked closely with the CEO, technical qualifications alone would not be enough. Leadership style, communication and organizational fit were equally important.
“Technical qualifications alone would not be enough.”
— The Challenge —
The right people were rarely looking, and the role had no office to lean on.
Canada’s senior insolvency community is highly specialized and relatively small. Many suitable professionals are not actively applying for positions, and a remote role at the executive level requires a candidate who can establish credibility and provide leadership without relying on a traditional office environment.
The assignment required a focused search, not a high volume of loosely matched résumés.
— Our Approach —
A targeted search, and a short list we could stand behind.
Tamara Liendo, Campbell Morden’s Insolvency and Bankruptcy Practice Lead, conducted a targeted search utilizing our multiple sourcing networks. Potential candidates were assessed for:
Substantial insolvency and restructuring experience.
Senior level leadership capability.
Ability to work directly with a CEO.
Judgment, communication and executive presence.
Effectiveness in a fully remote environment.
Alignment with the organization’s requirements and culture.
Rather than overwhelming the client with résumés, Campbell Morden concentrated on a small number of credible candidates. Three qualified professionals were sourced and advanced through the interview process.
— The Result —
Filled in four months, from a shortlist of three.
After four months of executive search, the organization selected and hired one of the three candidates presented.
The successful placement demonstrates that an effective executive search is not determined by the number of résumés submitted. It is determined by understanding the organization, identifying the right people and maintaining a disciplined assessment process.
3 Candidates
A concentrated shortlist of qualified insolvency professionals.
1 Executive Hire
A fully remote Canadian executive reporting directly to the CEO.
4 Months
From targeted sourcing to successful executive placement.
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If your search has stalled, the role is usually worth a second look.