Five common problems C-level leaders face in a new role and how to solve them
You’ve got the job but now what? How can you hit the ground running to make your mark and thrive in your new position.
A common challenge C-level leaders encounter in their first six months is the ability to make a quick impact. To succeed in a new role, leaders need to focus on building their relationships at board level and consuming as much business knowledge as possible. The ability to create and start executing against a strategic plan is more often than not what is keeping them up at night.
Which is why at InX, our support doesn’t just stop once you’ve got the job, we’re around for the long-haul thanks to our group solutions. With decades of experience placing C-level individuals, we’ve pulled together a list of some of the common problems they are facing right now and how we can help take that pain away.
Problem 1
“I have recently joined a new business and the capability of my direct reports is lacking. We find ourselves in a position where we know the strategy is right, but we have a problem delivering against it due to the capability within the technology leadership team.”
This is a common challenge many C-level leaders face. Did you know that in most cases, a C-level technology leader will land into a new job and make some changes to their immediate reporting line in the first six months!
What’s our solution?
The most common next step is to turn to individuals you have worked with before, but we encourage you to take a step back first. Often, this is a panic hire, and they may not be the best fit for your new business challenges.
The InX team can help you calibrate your existing network with the wider talent pool. With our extensive network coupled with our proven and inclusive search processes we’ll ensure you appoint a highly capable direct reporting line, solving your challenge and helping you make a that critical best impression to the board.
Whether you are looking for search & selection or an agile recruitment process we have got all bases covered.
Don’t just take our word for it…
“The InX team helped me with a large-scale recruitment campaign as CIO for British Airways. They were pro-active and delivered us some great results, enabling me to secure some top-class specialist and leadership talent. They are all approachable and listen to the needs of the organisation whilst also challenging to ensure the roles are right sized for the business agenda and market aligned to the skills needed. I’d fully recommend to any organisation looking to make talent acquisition or change, especially if you want to attract the best talent in a highly competitive market.”
Contact the InX team about building high-performing leadership teams
Problem 2
“We are experiencing a surge in hiring demand across technology and our internal talent acquisition team are at full capacity.”
You’re experiencing a surge in hiring demand for permanent technology resource, your internal talent acquisition team are at full capacity and cannot provide the dedicated support you require.
What’s our solution?
Investigo’s Permanent Campaign model has the flexibility to scale up and down depending on your recruitment need and provides you with access to a dedicated team of specialist recruiters and a delivery manager to ensure the project is executed effectively and efficiently. What does this include?
Access to specialist recruiters in Architecture, Data & Analytics, Change Management, Transformation, Software Engineering, Cloud & Dev Ops, Infrastructure, Operations, Projects, Programmes & PMO, Product, Security
Delivery Manager to ensure effective and efficient execution of the project
End-to-end solution management from brief through to successful appointment
Reporting, Governance and Insights
Don’t just take our word for it…
The Investigo team have been pivotal in getting us through a period of significant organisational and technological change, whereby we had varied and complex capability gaps to fill. They have taken the time to listen to our briefs carefully, always adopted a respectful position in understanding our business, and challenged us in our thinking on occasion when required…always in a professional manner. I have dealt with both the contractor and permanent hire practices within the business and in all cases have found the team to be collaborative, committed, rapid to respond, professional, and most of all, just the kind of folks that you’re confident and happy to work alongside.
Contact the Investigo team for more information
Problem 3
“I have a flexible resource need and require a trusted partner to outsource this to. I’m reluctant to go to an agency and simply hire contractors but the traditional consulting model won’t work for me. I want something more.”
You’ve realised you have a flexible resource requirement. You’re hesitant to engage a contingent worker resource due to the management, legislative and risk burdens nor do you want to engage traditional consultancy due to lack of flexibility, loss of control and high costs.
What’s our solution?
All the issues listed above is exactly why Definia created their ‘Hybrid Consulting’ model – so they can be the answer to these problems. Hybrid Consulting is a multi-disciplined associate model powered by Definia, our Transformation Advisory and Delivery Consultancy. They provide you access to agile delivery and co-created outcomes within a ’tried and tested’ client-centric methodology. What does this mean?
Highly skilled ‘best in breed’ resource with proven methods, approaches and accelerators
Rapid, scalable and flexible with the ability to pivot
Shared risk, with governance and reporting
Reduced management burden
Outcome focused and KPI measurements to track ROI
Independent assurance
The Hybrid-Consulting model often works hand in hand with our Permanent Campaign model. We are committed to delivering against your requirement and then handing over to a permanent team (either your current team or one we build for you). We can run both solutions in unison and with our tried and tested knowledge transfer processes we can ensure we leave you with all your IP embedded into an exception permanent team.
Don’t just take our word for it…
“Definia are my go-to partner when it comes to the large change programmes that I run. I look to them to provide me with a full turnkey service. Critical elements which I bring them in for include technical, change, training, comms, data, testing and project management captivities. They truly understand the fast-paced programmes that I lead and supply capabilities and personalities which I need to successfully deliver on the SOW. Definia go out of their way to firstly understand the need and then match it with skilled resources to deliver and more importantly constantly review the services to ensure that their resources are delivering outstanding results. I would have no hesitation in recommending them as the go to partner of choice.”
Contact the team about our hybrid consulting model via Definia
Problem 4
“I need a couple of contractors to come in and supplement my permanent team through a time of high demand.”
Your permanent team lacks the skills, capabilities, or capacity to deliver against a particular requirement or project and you require additional resource to supplement your team and ensure successfully delivery at pace.
What’s our solution?
Investigo are a specialist recruitment agency offering both permanent and contract recruitment across most sectors and disciplines. Every consultant at Investigo is an expert in their respective field. This means that not only do we have access to the best talent in the market, but we can guide you through the ever-changing resource management, legislative, and risk challenges surrounding contract resource, ensuring contractors are deployed effectively and efficiently.
Some key statistics:
300+ specialist recruitment consultants
Track record across UK, Europe and the US
1,200 + contractors on active assignment
Don’t just take our word for it…
“Investigo's team members possess a deep understanding of the industry, and demonstrated their expertise by providing us with candidates who not only possessed the required technical skills, but also fit seamlessly into our culture and values. They took the time to understand our unique requirements and provided us with a tailored service that met our needs, even in the face of challenging circumstances.”
Contact the team about your contract resource needs via Investigo
Problem 5
“We are struggling to hire. We have such an exciting agenda ahead of us and our culture is fantastic, I have great plans for the team and just wish we had an employer brand identity that complements our customer brand and attracts the talent we need.”
The first step you should take before you launch any attraction campaign for talent is the creation of a compelling promise or EVP (Employee Value Proposition).
What’s our solution?
Our partner brand, Caraffi, can solve this challenge for you; helping you level up your EVP, talent brand and experience and become a destination employer. A strong EVP and employer brand will:
Give you a competitive advantage – making it clear to talent how you’re different from competitors
Build your reputation – raising awareness of your brand and building your reputation as an employer
Make you a destination employer – showing the market why your company is great place to work
Improve attraction – attracts candidates likely to support the organisation’s brand and values
Improve retention – employees are more engaged, motivated and committed to the organisation
Improve advocacy – employees will refer friends and act as brand ambassadors for your employer brand
Don’t just take our word for it…
“Caraffi have allowed us to hire some of the best people in the market through having a really clear and defined EVP and being able to articulate what it's like to work here and the culture that we have within our business.”
Contact the Caraffi team to raise your profile as a talent acquisition leader