A career move built around long-term fit, not simply filling a vacancy.
The situation
This Specialist Tax Director knew exactly what they didn’t want.
They had experienced recruitment processes that felt transactional and had recently turned down an opportunity because it simply wasn’t aligned with their ambitions.
What they wanted was more than another role. They were looking for genuine growth, the opportunity to build something meaningful and a leadership team that would support their ambitions.
The task
Gemma was already recruiting for a senior leadership role and needed to find the right person to fill it.
The challenge was not simply matching experience to a job description. It was identifying someone whose ambitions, working style and long-term goals aligned with what the firm was trying to build.
That meant understanding:
- What had and hadn’t worked for the individual previously.
- The kind of environment they wanted to join.
- Their longer-term career ambitions.
- Whether the opportunity offered enough scope to make the move worthwhile.
The action
Gemma headhunted the individual because she could see a strong potential fit between their experience and the opportunity.
From the first conversation, the focus was on understanding whether the role genuinely aligned with what they wanted from their next move.
Throughout the process, Gemma:
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Provided insight into the leaders they would be meeting.
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Prepared them for each stage.
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Helped them understand what the firm was looking for.
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Managed expectations on both sides.
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Advocated for them ahead of formal offer discussions.
By handling the negotiation early and carefully, Gemma helped secure a remuneration package that exceeded the individual’s own expectations.
The results
The move resulted in:
- A senior leadership role with the opportunity to help build and grow a service line.
- A remuneration package above their expectations.
- A process that felt supportive rather than pressured.
- A role that aligned closely with their longer-term ambitions.
The outcome was a strong match on both sides: the firm secured the person it needed, and the individual moved into a role with the scope and potential they had been looking for.
“It wasn’t just about filling a gap. It was genuinely about making sure this was the right move for me, and that I was the right person for the firm.”