In Q3 of 2024, our research Team conducted a confidential search and development of C-level candidates to replace an incumbent executive. This was a multi-step research project that required a lot of discretion and close communication with the client.
Table of Contents: Identifying C-Level Candidates
Objective
Our goal was to identify and develop a list of candidates who were capable of and interested in replacing an incumbent CISO’s position at a prominent company in the entertainment industry.
Process
This research and candidate sourcing project incorporated a three-step process:
- Identify: We used recruiting research to identify and build a list of 177 potential candidates in the entertainment industry.
- Submit: We sent the recruitment research list to the client so they could select potential candidates for us to pursue.
- Screen: The client selected 59 potential candidates, who we screened to determine interest level and qualification for the role.
After we called all 59 contacts selected by the client, we ascertained that 14 of them were interested in moving forward and learning about the position. At this point, we had the 14 interested candidates sign an NDA to ensure the wouldn’t disclose the identity of our client. We then delivered this list of 14 individuals to the client to call and interview in-house.
Challenges
Maximum Discretion: The client needed the incumbent CISO to be unaware of this candidate search. Therefore, we encrypted all communications and used NDAs to ensure nobody caught wind of it.
C-Level Recruitment: Recruiting C-level candidates always takes more time, with the average onboarding timeline of 120 days. We knew we had to carefully vet candidates to expedite this typical timeline.
Niche Industry: This client belongs to a niche sector in the entertainment industry, which made on-target candidate identification more challenging.
Highlights
1. Identifying 177 Candidates
Our recruiting researchers identified 177 potential candidates for the role through discreet research techniques.
2. Discreet Candidate Search
Replacing an incumbent leader always requires discretion. This search included careful use of language during screening and NDAs to maintain confidentiality.
3. Sourcing 14 interested and Qualified Candidates
From the list of 177, we developed 59 candidates, which resulted in 14 interested and qualified candidates who were ready to speak with our client.
4. Up to 4 Candidates Moving Forward
From the pared down list of 14, the client has secured one person to fill the role and even found three more potential executive hires from this pool.
Summary: The objective of this case study was to identify and develop a list of qualified c-level candidates interested in replacing an incumbent Chief Information Security Officer (CISO) at a leading entertainment company. The process involved three steps: first, recruiting researchers identified 177 potential candidates; second, the client selected 59 candidates from this list for further pursuit; and third, these candidates were screened for interest and qualifications.
Ultimately, 14 candidates expressed interest and signed nondisclosure agreements to maintain confidentiality, and this shortlist was delivered to the client for interviews. Key challenges included maintaining strict discretion to keep the incumbent unaware, the complexity and length of recruiting C-level candidates, and the niche nature of the entertainment industry.
Highlights of the project included discreet candidate sourcing, a well-managed screening process, and successful placement outcomes, with the client hiring one candidate and identifying three additional potential executive hires from the pool. This case exemplifies the importance of careful, confidential, and targeted executive search strategies in specialized industries.
