Executive Summary
A publicly listed, internationally active industrial company with annual revenues exceeding one billion Swiss francs was tasked with filling a newly defined key position as part of an organisational restructuring: Head of Business Services & Enterprise Applications. At the start of the mandate, the requirements profile was not yet fully defined – the role called for an experienced leader with deep SAP expertise and, at the same time, the ability to critically assess existing structures and actively drive change.
Through intensive profile definition work at the outset, targeted direct outreach to suitable executives, and a tightly managed selection process, the position was successfully filled in less than four months. The appointed candidate was not only a strong professional fit, but also matched the organisation’s culture and expectations in terms of personality and leadership style.
Situation & Challenge
A key role in transformation – with an open requirements profile and significant time pressure
The company is one of the leading manufacturers of machines and systems for sheet metal processing. Industry 4.0 is not a future aspiration there, but an operational reality: Smart Factory, IoT integration, Augmented Reality and robotics define day-to-day business. Production machinery and software solutions are developed and manufactured across multiple international sites.
As part of a comprehensive realignment of the IT organisation, the role of Head of Business Services & Enterprise Applications was created. The successful candidate would assume full responsibility for business applications – from the strategic positioning of the application landscape through international rollouts to governance, budget and team leadership. Beyond deep SAP expertise, the role demanded a willingness and ability to analyse the status quo, introduce new thinking, and evolve a traditionally structured Business Application organisation into a business enabler for the entire group.
A further complicating factor was that the client had only recently joined the company himself and needed to fill the position under considerable time pressure. The requirements profile was therefore not a finished document ready to be communicated – it was an open question that needed to be answered together.
Key challenges:
- Newly created function with a requirements profile still under development
- High time pressure: placement was expected within weeks of the client’s own start date
- Broad competency spectrum required: SAP expertise, international rollout experience, leadership strength and openness to change
- Application landscape spanning approximately 40 team members and budget responsibility in the double-digit million range
- Ongoing major projects (S/4 migration, Microsoft rollout) demanded immediate readiness to contribute
Our Approach
Profile definition as a consulting service – before the actual search began
Before commencing the active search, an intensive working phase with the client took place that went well beyond a conventional requirements briefing. Together, the team worked through which technical skills were truly non-negotiable, which personal characteristics would determine success in this specific organisational context – and which priorities emerged from the ongoing IT transformation.
In its depth and character, this phase resembled organisational development consulting more than a standard briefing. Only on the basis of this jointly developed foundation could the search profile be positioned in the market with the necessary precision. The result was a nuanced target picture that placed technical competence, leadership personality and cultural fit on an equal footing.
Strategic guiding principles:
- SAP competence and Microsoft know-how as mandatory requirements – combined with experience in international enterprise application rollouts
- Demonstrated ability to evolve an organisation from a pure IT service provider into an active shaper of business processes
- Industry understanding from relevant sectors: manufacturing, mechanical engineering, food & beverage or pharmaceuticals
- Strong communication skills at all levels – from technical teams to the executive board
- Experience with change management and complex stakeholder constellations in international matrix structures
Search & Selection Process
Structured, detail-oriented and consistently focused on commitment and transparency
On the basis of the refined profile, a systematic market analysis was conducted. The resulting direct outreach targeted executives who matched both the professional requirements and the personal fit with the role and the company. Particular attention was paid not only to first impressions, but to the overall picture that emerged across multiple interactions.
The client was closely involved at every stage. Feedback was gathered systematically, assessments were critically reflected back, and decision-making materials were prepared in a way that ensured comparability and transparency throughout.
Process overview:
- Systematic market analysis and identification of suitable executive profiles
- Direct, personal outreach with a clear and substantive positioning of the role
- Multi-stage interviews for professional and cultural evaluation
- Detailed documentation of all interactions as a basis for decision-making
- Presentation of ten profiles in total; shortlist presented after four weeks
- Three candidates in the final interview round
- Ongoing coordination and proactive advisory support for the client throughout the decision-making process
Results & Client Value
Placement in less than four months – with immediate impact on ongoing transformation projects
Despite the significant time pressure and the initially open requirements profile, the position was successfully filled in less than four months. The appointed candidate fully matched the jointly defined target profile: he brought the required SAP depth, had experience with international rollouts, and demonstrated the ability not merely to manage change, but to actively shape it.
With this placement, the company gained not only a leader but an immediate contribution to its ongoing transformation. From day one, the appointed executive could be integrated into the major projects already underway – the S/4 migration and the Microsoft rollout – and is set to establish the Business Applications organisation as a strategic enabler for the entire group on a lasting basis.
The client explicitly noted that the collaboration continued beyond the close of the mandate – with ongoing interest in the development of the organisation and a genuine understanding of evolving market demands.
Value delivered to the client:
- Successful placement despite an initially incomplete requirements profile and significant time pressure
- Well-founded decision-making basis through a structured, documented selection process
- Immediate readiness of the appointed candidate to contribute to ongoing transformation projects
- Relief for the client through clear process management and proactive advisory support at every stage
- Trust-based collaboration that continues beyond the close of the mandate
Key KPIs:
Lessons Learned
What made this placement possible – and what others can take from it
- Careful profile definition at the start of a mandate is not a delay – it is an investment in quality and process efficiency.
- Where a requirements profile is still evolving, what is needed is a sparring partner with experience in organisational development – not just in executive search.
- The quality of a selection process shows in the details: How does someone communicate in writing? How do they behave under time pressure? How quickly do they respond to enquiries? This information emerges during the process – if it is systematically captured.
- Time pressure and quality standards are not mutually exclusive, provided processes are clearly structured and decision-making materials are professionally prepared.
- A lasting partnership does not end when the mandate closes: the ongoing dialogue with the client about market developments and organisational needs creates genuine, long-term value.
