The role presented an unusual combination of requirements. On one hand, the future incumbent needed to fully manage the operational responsibilities of a small, self-contained organisation — from financial reporting and annual accounts and payroll through to legal and HR matters. On the other hand, the alliance context required the ability to engage strategically with senior finance leaders at major insurance corporations. Added to this were evolving demands around managing experts seconded from member organisations for defined periods.
The core challenges at a glance:
- Newly defined strategic direction required a fundamentally rethought role profile
- Dual profile: operational depth combined with strategic communication at alliance level
- Small internal team with a direct reporting line to the General Manager — high expectations around independence and sound judgement
- Evolving requirements in financial reporting and HR driven by an increasingly international structure
- Tight timeline: the new General Manager needed capacity for other strategic priorities
How We Approached the Role
Developing the profile together rather than executing a brief
At the outset of the mandate, the priority was not the search itself — it was clarifying the role. The client brought an initial foundation for the requirements profile, but it was clear that this needed to be developed further to reflect the organisation's new strategic direction. Wirz & Partners acted as an active advisory partner: working in close collaboration, the decisive qualifications for the organisation's future were identified and the profile defined to precisely capture both the operational and strategic demands of the position.
"Wirz & Partners demonstrated excellent instinct in recognising which competencies were required for the role and where the potential lay."
— General Manager, international insurance alliance
Particular attention was paid to the structural duality of the role: operational and hands-on in day-to-day business, yet strategic and far-reaching in the alliance context. This tension shaped the entire profiling process and, later, the conversations with prospective candidates.
From Shortlist to Decision
Five weeks from mandate launch to shortlist presentation
Based on the sharpened profile, Wirz & Partners identified around 15 suitable executives, whose profiles were prepared in a standardised, comparable format. Deep sector expertise in the insurance market informed the selection directly: all candidates presented brought the required professional qualifications. Seven were invited to a first in-person meeting.
Wirz & Partners took an active role in these conversations — not as observers, but as co-facilitators. They managed timing, asked targeted follow-up questions on topics not yet fully explored, and ensured that candidates received all decision-relevant information about the organisation. This approach sharpened the client's impressions while also strengthening the picture candidates gained of the company.
Case studies grounded in real company situations
In the second round, tailored case studies were used. Wirz & Partners developed these exercises based on real situations within the organisation and refined them together with the General Manager. The case studies realistically reflected the demands of the role and provided comparable, substantiated assessments of actual capabilities — far beyond what conventional interview formats can deliver.
The selection process at a glance:
- Shortlist of around 15 executives, standardised and prepared for direct comparison
- Seven first-round interviews conducted on-site with active involvement from Wirz & Partners
- Tailored case studies developed on the basis of real company situations
- Three candidates completed the final round — all were capable of filling the position successfully
- Ongoing expectation management: open communication about risks and possible scenarios throughout the process
What the Placement Delivered
The position was successfully filled within 3.5 months. The selected candidate matched the jointly defined target profile and made an immediate impact: shortly after joining, he implemented significant changes and optimisations that exceeded the General Manager's expectations. The fact that all three finalists would have been capable of filling the role underlines the quality of the process that preceded the decision.
"The candidate has already started and has delivered significant changes and optimisations. My expectations and hopes have been exceeded."
— General Manager, international insurance alliance
Concrete value for the client:
- Leadership position filled in under four months — despite a demanding and unusual role profile
- Full relief for the General Manager through end-to-end process ownership by Wirz & Partners
- Three final-round candidates of equal quality — no compromises required in the selection
- Case studies as a rigorous decision-making tool beyond the limits of conversation-based assessment
- Immediate impact after joining: measurable improvements in Finance and HR
Key KPIs
- 5 weeks from mandate launch to shortlist presentation
- 3 candidates in the final interview round
- 3.5 months total mandate duration
What Set This Case Apart
This case demonstrates that speed and quality in executive placement are not mutually exclusive — when profile definition, process design and advisory expertise are aligned from the outset.
- Jointly developing the requirements profile was the true foundation of success — not the search itself.
- Active facilitation of interviews by Wirz & Partners significantly increased comparability and decision confidence.
- Case studies grounded in real scenarios deliver insights no interview format alone can provide.
- Open expectation management — including honest communication about potential setbacks — builds trust and planning certainty.
- Deep sector expertise in the insurance market is essential for identifying and reaching the right executives in the first place.
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