Case Study: Key Differentiators in Exceptional Executive Search

Positive first impressions, in-depth assessments and rigorous follow-up creates value for money in successful Executive Search for billion-dollar company’s expanding Brazil division.

The Company

Founded by Robert Rich Sr. in 1945, Rich Products Corporation (Rich’s) is a supplier and solutions provider to the foodservice, in-store bakery and retail marketplaces. Its products include non-dairy toppings and icings; cakes and desserts; pizza, bakery products; breads and rolls; shrimp and seafood; appetizers and snacks; BBQ; meatballs and pasta; and gluten-free and all-natural items. The company has 50 locations in six continents, 8,000+ associates worldwide, and $2.9 billion annual sales. In January 2012, Rich’s transitioned from its previous dual business group structure, (North America and International), to one organization consisting of five regional business units: U.S./Canada, Asia/Pacific, Latin America, Europe/Middle East and South Africa.

The HR Professional

Daniela Arruda Bianco joined Rich do Brasil in May 2004. Her previous experience includes Human Resources (HR) coordinator, and HR consultant, at two other Brazil-based companies. She has an MBA Business Administration, Fundação Getulio Vargas, 2006 – 2007. Daniela is HR Manager at Rich do Brasil, based in São Paulo.

 

Daniela Arruda Bianco

 

The Challenge

Rich’s in Brazil is a growing market, and the company needs to recruit food service professionals. However, the food service industry in Brazil is relatively new, and qualified, management-level people, with relevant food-service experience, are very hard to find. Daniela’s experience with recruitment agencies was previously unsuccessful, as she explains: “They don’t know the food-service market here in Brazil, because it’s fairly new, and so they go to other markets to find candidates. In general, that doesn’t work, it doesn’t ‘fit’ our company skills, values or culture.” She was increasingly frustrated in paying out ‘a lot of money’ for something that did not yield results. That was when her Vice President mentioned he knew Hamilton Teixeira (DRH - Talent Search (DHR) managing partner) through a close friend, and that he provided successful executive coaching. He suggested to Daniela that it might be worth approaching the boutique-style firm. DRH is a Brazil-based executive search firm, and a member of IRC Global Executive Search Partners, a global network of retained executive search firms.

First Impression

Daniela was initially unconvinced. “Because of past experiences, I was not very optimistic that this other firm would work out,” she explains. “But, I was willing to give it a try – and from the very beginning, when I first met Hamilton and his team, it was immediately different, very open and communicative.” Starting with the essential step of gathering information for the job description, when Hamilton interviewed Daniela and the MD, she realised DRH’s approach was very different. “They are very assertive in finding out, and documenting the profile qualifications, probing very deep into our company to fully understand it. And, critically, to know the person who will be managing the new recruit. It’s not just me in HR saying that the boss is like this, wants this – instead, Hamilton listened to the person himself. This was a very positive first impression.” 

Communication

Daniela’s confidence in the new search firm was growing. “Communication is key – and DRH has a very different approach from other search companies I’d worked with. They treat the search as a project management, with a calendar, dates, deliverables, timelines – this is very good!” DRH’s professional and unique approach reassured Daniela that her recruitment search would be kept on time, and she would be notified at all stages. In turn, this enabled her to react, analyze and respond quickly to her own director’s questions about how the search was progressing. 

Key Differentiators

The search was for a Sales Director – a new role in Rich’s Brazil market. “For the first time, we had difficulty in choosing a candidate, as they were all so great,” Daniela says. ”That was really good problem – and the kind of results I expect from a professional executive search company.” She realised that DRH had taken time to thoroughly understand the company, the market and the position – and presented the best of the best. Out of four possible candidates, she felt that two were outstanding: “in fact, we delayed a little to decide on the best person – who had just completed a year with us, and everything is working fine.”

Another pleasant surprise for Daniela was the coaching component of DRH’s executive search process. “It makes a big difference to the end result. As this was a new position, there were potential difficulties with fitting in with other managers, adapting to the company – and Hamilton worked with me and the director to resolve any possible situation. It was perfect!”

Hamilton Teixeira

 

Conclusion

Daniela says DRH has convinced her that hiring an executive search company can be successful. “DRH continues the process well after other companies would have simply considered the position filled and their job finished. With DRH, they not only find excellent candidates, they also work to make sure the candidate is integrated with the company, making sure the ‘fit’ is correct – for more than six months. It’s very different.”

Rich’s now has five open positions with DRH. As Daniela concludes: “I believe Teixeira, and his team at DRH, provides the best solution I’m looking for in executive recruitment service. It’s just another kind of conversation.”