Executive Summary
An innovative company in the digital health sector faced increasing organizational and operational complexity following a phase of dynamic growth. The objective was to strategically strengthen the leadership structure by filling a COO role that would serve as both an operational and strategic complement to the CEO. In a challenging market environment with limited availability of suitable candidates, the position was successfully filled in less than four months. Key success factors included precise role definition, a flexible search process, and targeted outreach to suitable executive profiles.
Initial Situation & Challenge
Growth, Complexity, and the Search for Operational Leadership Stability
The company is a young digital health scale-up with strong growth potential in a regulated market segment. Technology, digital platforms, and innovative services form the backbone of its business model. In its early years, growth was driven by high dynamism and entrepreneurial spirit, enabling rapid scaling and the development of new business areas.
However, as the company grew, it became evident that the existing organizational and leadership structures were reaching their limits. Diversification and restructuring created new strategic opportunities but also increased complexity and reduced operational efficiency. Following a reorganization, the CEO effectively carried sole responsibility for overall operations.
Against this backdrop, it became clear that targeted reinforcement at the C-level was necessary. The company sought a COO who would take on operational leadership, build structures, and act as a sparring partner to the CEO—bringing entrepreneurial thinking, execution strength, and resilience.
Key challenges during this phase:
- Rapid growth with limited internal leadership resources
- High complexity due to the combination of technology and a regulated healthcare environment
- Lack of operational relief for the CEO in day-to-day business
- Need to develop structures, processes, and responsibilities alongside growth
- No direct access to suitable C-level profiles through traditional channels
Our Approach
Strategic Role Definition and a Flexible Search Strategy
At the beginning of the mandate, the focus was on sharpening the role definition. In close collaboration with the CEO, the requirements profile was defined not only based on current needs but deliberately expanded to include a mid-term perspective. The goal was to shape a COO role capable of effectively supporting the company through upcoming scaling phases.
In structured workshops, existing assumptions were reviewed, prioritized, and benchmarked against the market. It became clear that the greatest value would not come from a purely functional addition, but from a leader who takes ownership, thinks ahead, and drives operational execution.
A key success factor was the ability to adapt the approach during the ongoing process. Changes within the company were quickly integrated into the search profile without losing clarity or speed.
Guiding principles of the approach:
- Strategic role definition beyond the current status
- Combination of operational leadership, business expertise, and technological understanding
- Close and continuous alignment with the CEO
- High flexibility combined with process discipline
- Clear emphasis on cultural fit and collaboration at eye level
Search and Selection Process
Structured, Focused, and Consistently Aligned with Fit
The search was conducted exclusively through a structured direct search approach. As many suitable candidates were in stable positions, a public job posting would not have been effective. Instead, success depended on targeted outreach at eye level, combined with clear communication of the entrepreneurial opportunity.
In the first step, the relevant market was systematically analyzed. Based on this, around 160 profiles were screened and evaluated according to defined criteria. Instead of a broad longlist, the CEO received a focused, curated selection presented in a standardized format.
The process was clearly structured and designed to ensure confident decision-making. In later stages, personal fit, leadership style, and mutual trust became increasingly important alongside professional qualifications.
Overview of the selection process:
- Screening of approximately 160 potential candidates
- Presentation of 10–15 pre-qualified profiles with structured assessments
- Six digital interviews in the first selection round
- Three in-person interviews in the in-depth evaluation phase
- Final decision based on personal fit and shared vision
Outcome & Client Value
A Sustainable COO Solution in Less Than Four Months
Despite challenging conditions, the mandate was successfully completed in less than four months. The selected candidate combined strategic experience with strong operational execution capabilities and a deep understanding of scale-up dynamics.
For the company, the placement meant far more than simply filling a vacancy. The new COO role established clear responsibilities, significantly relieved the CEO, and laid the foundation for further structured growth.
Client value:
- Acquisition of an entrepreneurial COO profile
- High decision confidence through structured comparability
- Relief for executive management in daily operations
- Strengthening of organizational stability during a growth phase
- Fast process despite a challenging candidate market
Key KPIs:
- 10 weeks to present the shortlist
- 4 candidates in the final interview round
- < 4 months total duration of the mandate
Lessons Learned
Key Success Factors in a Scale-up Environment
- A well-defined COO role is a critical lever in a scale-up context
- Direct search is essential to reach relevant C-level profiles
- Structured processes create confidence without sacrificing flexibility
- Personal fit and trust are decisive for sustainable success
- Speed remains a critical factor in the competition for executive talent
