Protis EI

Case Studies: CPG Services

C-Level Search

The single, largest producer of a particular snack food product in the world needed to hire a C level talent for the quarter billion dollar annual revenue corporation. The potential candidate had to have vast experience in merger and acquisition activity and would have total responsibility for the development of the domestic and international sales organization for the corporation.

This search was of particular challenge due to dramatic changes that occurred within the category during the search process, hence, changing industry standards for the production of the product. In addition, the client company had a strong family background of both ownership and leadership. The hired candidate had to fit exceptionally well within the culture of the organization.

Protis was retained on the project. The Vice President of Marketing and R&D hired Protis based upon a previous working relationship when the hiring authority was employed by another organization. The positive experience and success of the previous project sealed this contract for Protis.

Results

The following metrics resulted from this search:

Protis presented 3 finalists
1 Finalist was hired
After 6 months with the company the candidate has added inordinate value to company through further business development for the organization.

Diversity Talent

A top, domestic brewing company with an ethnically driven product line had a marketing department lacking in diversity experience. The company felt an urgent need to bring in diverse talent with marketing expertise in ethnic product lines to add regional presence with a regional brand portfolio. The marketing leaders within these regions had to be consistent with ethnicity base of those brands.

The Vice President in place hired Protis to fulfill the following three roles within the marketing department:

Associate Brand Manager
Brand Manager
Director

The hiring executive had worked with Protis in previous projects while employed with another company. That experience and success of the project was a key factor in Protis being secured for the project.

The requirements for this project were very specific in regards to guidelines and documentation required of the potential candidates. Potential candidates had to provide documentation in writing and references of their previous experience and deliverables against ethnic product lines prior to consideration by the client. Additionally, Protis utilized our video conferencing tool to screen all candidates in order to assist in the expediency of the project.

Results

Protis filled all three positions with diverse talent
All three candidates had marketing expertise against ethnic product lines
The Director role was filled within 15 days
The Brand Manager role was filled within 40 days
The Associate Brand Manager role was filled within 16 days
The average position fulfillment for all three positions was 23.7 days to completion

Marketing & Diversity

A $200M luxury chocolate company needed to hire a Marketing Leader with the ability to ascend to a Vice President of Marketing role within a three-year time frame. Adding to the challenge of this high level search, the client wanted a diverse panel with degreed credentials from one of the top ten MBA programs in the country. In addition to these criteria, previous work experience with the food services industries was of utmost importance.

The standing Vice President of Marketing retained Protis based upon a previous relationship and successful partnership between the two organizations. In this situation, the Vice President of Marketing was very focused on succession planning with the end result of this project being the hiring of candidate to take over her position with the organization within the aforementioned time period.

Results

The following metrics were the result of the search for the Marketing Leader role:

Results

Search timeline to completion was 24 days
Interview-to-Hire ration was 2.1
Candidate hired was a diverse female with an undergrad background from Stanford and a Harvard MBA.
Within 6 months, the hired candidate was promoted and ascended to the next level of responsibility within the organization.

Topgrading & Diversity

A $200 M luxury chocolate company based on the west coast in the United States hired Protis to Topgrade and diversify the sales and trade marketing roles throughout the 400 person operation. Protis was hired by the Vice President of Sales after careful consideration of Protis' proposal and experience.

Protis had built a relationship with the Senior Vice President of Sales and the Director of Human Resources over a long period of time. After extensive researching of both current and previous clients, Protis was retained on the project. Protis presented the company with a structured timeline for production, a streamlined process and metrics to reinforce the action plan. The company felt Protis' previous experience within the Consumer Packaged Goods arena specifically relating to the ability to provide diverse candidate pools was the correct direction for the company to pursue their human capital architecture needs. As a result, Protis was retained to fill 7 roles across the country for the client partner.

Results

The following metrics were the results of this project:

Results

7 positions filled
All positions were slated with a diverse candidate panel
3 of the 7 candidates were filled with diverse candidates
Interview-to-Hire ratio was 3.1
Average Search Time per position was 14 days
Since project completion, Protis has been retained to additional project work with the client

Topgrading

A $15 Billion dollar global food manufacturer based in the Midwest hired Protis to work with the food service and baking divisions of the corporation. The goal of the company was to Topgrade the organization and add a diverse pool of talent within these respective divisions. The client was well informed in regards to the significant impact a diverse workforce could have on the success of the organization.

Protis was retained by the Vice President of Talent and Acquisition to fill 4 roles within the company with a diverse candidate pool of talent. Protis' prior experience and success in providing diverse candidate pools and achievements within food service organizations were the primary keys to Protis securing this project.

Results

The following metrics resulted in the searches for these 4 roles:

Results

4 positions filled
Average timeline for search was 21 days per position
Interview-to-Hire ratio was 2.5/1
Positions were filled with a 75% diversity ratio for the candidates

Ground Up

A parent company of 6 businesses operating independently of one another decided to merge the 6 into 1 one complete business. This endeavor would aid in driving synergy and developing a more effective go-to-market strategy for the organization. The combination of these companies resulted in a New CEO, New Senior Vice President of Sales and Marketing and a New Vice President of Sales.

The newly merged organization was a specialty foods line that focuses on prepared foods for both deli and bakery lines in the grocery category. Most importantly, it was the goal of the newly created corporation to go to market with a branded business.

Protis was retained on the project based on previously successful project work with the Vice President of Sales when he was with a different organization. That previous experience and success won Protis the project work.

Protis was charged with the task of building the retail sales division of the company. This included the entire Account Management and Sales Management Groups on the retail side.

The organization needed to start from ground zero and reconstruct the organization with the positions that included Regional Sales Managers up to Director levels.

Results

Protis filled 10 positions for the company.
28 interviews took place to fill those 10 positions.
40% of those positions filled were filled with diverse talent.
The interview-to-hire ratio was 2.8.

The Merging Two Billion Dollar Entities

Two adult beverage companies merged resulting in one of the top adult beverage companies in the world. The new Company looked at the merger as an opportunity to wipe the slate clean and re-interview the entire organization in an effort to ensure that they had the right people in the right positions.

Six months after the merger, the new company had a plan in place to hire a Human Capital Architecture firm to handle all sales hiring across the United States. Protis was selected and retained as the single Human Capital Architecture firm over nine other vying companies. This selection was the aftermath of extensive research, referencing and selection interviews of all companies attempting to secure the business. Protis was selected to fill roles from Analyst level to Vice President levels from coast to coast. Based on their research, the client was confident that Protis could work well in multiple geographies, with different hiring managers and with a variety of positions of responsibility throughout the organization.

Protis provided Diageo with a management methodology that streamlined the project. An account team was established at Protis specifc to the project. Each of the core-geography divisional leaders of the client company was partnered with a specific point person at Protis in order to manage the project effectively.

Over the duration of the project, the following results were achieved:

. 77 positions were hired
. 287 interviews took place to fill the 77 positions or an interview-to-hire ratio of 3.72
. 37.9% diverse talent hired
. 15.9 days for the average search per position
. Within 2 years of project start- 34% of 77 hired were promoted
. Within first year only 2 of 77 hired had left the organization

Additional Services Provided:

Protis conducted confidential on-boarding interviews of the first 15 candidates hired. This surveying provided feedback to the organization in regards to various topics such as "perception versus reality of the company prior to hiring and post hiring" and "perception of training".providing invaluable feedback to the organization into their process and procedures.