One of the UK’s leading investment houses had offices across the UK however as part of their growth strategy they felt there was an opportunity for greater market penetration in one of the counties in the north of England. As part of their ongoing growth strategy, they decided in 2023 that a key objective was to build a stronger presence in the area.
Historically, our client’s footprint had not touched this region, creating a void in their territorial coverage. The necessity was clear for us to secure an originator for this venture, someone with ingrained expertise and connections within the local HNW and UHNW communities. The individual concerned would not only need a deep understanding of the region’s distinct characteristics but also the stamina to establish a stronger presence in an already crowded competitor arena.
The objective was to pinpoint an individual exhibiting a robust history in private client investment management, complemented by tactical acumen and hands-on leadership ability. This professional would have to demonstrate resilience, ambition, and a proven capacity to galvanise teams.
Whilst there is full support centrally this individual would also need to be competent in making decisions having coherently thought through all the options and alternatives.
After detailed exploration of the key duties and skills of the role with the senior leadership team, the directive was clear, and they commissioned Signia to coordinate a meticulous search via our bespoke ‘Talent Finder’ service suite. The task for our project team was to meticulously determine the candidate pool, encompassing regional senior leaders, office heads and team managers capable of the prerequisite skill matrix.
Our approach included a comprehensive assessment of professionals from the Private Client sector with historical ties to the target region, notwithstanding their subsequent location. This strategy enhanced our outreach, allowing us to connect deliberately with an extensive network of prospects.
We embarked on a systematic engagement process, distilling a robust longlist of candidates through strategic inquiries, substantiation of past performance, and initial consultative dialogues. This rigorous vetting focused the talent pool to three standout candidates.
Thereafter the predetermined four-tiered interview mechanism further filtered the candidates, culminating in a unanimous consensus on a singular candidate who mirrored our client’s aspirations.
Subsequent phases involved detailed negotiations, cementing the offer, and providing a supportive structure during the resignation and onboarding journey.
