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The offer was in line with the client’s upfront declaration to go in strong. With a $27,000 sign-on fee, $20,000 for relocation, and a 40% annual bonus, the package totaled $230,000. Background checks were completed without any problems, and the hire was confirmed within the client’s target window. Keller Executive Search confirmed a VP with the commercial construction background and drive to recruit directly that the client had asked for. The search opened in October and closed with a signed offer before year-end, on the client’s target schedule.
Background checks were cleared quickly, and the candidate joined the business on December 1 after signing the contract in November. She would travel to Munich soon after joining to learn group processes, with onboarding structured across both the Taipei facility and German headquarters. The client had named December 1 as a firm deadline from the start, and the search delivered on it. The appointment also set up an operational succession path, putting the candidate in line to take over the Taiwan MD role once the current one retired. Keller Executive Search completed the search and secured a signed contract for the client’s required December 1 start.
Background checks were done through Verifile, and the candidate started with the business on October 1, the contract having been signed with the outgoing leadership in Stockholm. The business had recently changed hands, and the finance function was still forming when he joined. The search delivered a CFO who met all criteria at a salary most candidates at his level would pass on. Keller Executive Search ran the process to the deadline on an exclusive direct headhunt basis with no acquisition disclosure. The reporting line was changed before his start date; he would report directly into US leadership from day one.
That last interview was the clincher, and the firm offered him a job soon after he returned. The checks were clean, and the new CFO joined in accordance with the agreed notice and handover plan. His plant finance work and strong career fit the criteria laid out at the beginning of the search. The outgoing leader remained on for a set period to hand over reports, budgets, and group links. Keller Executive Search placed a CFO who was ready for the daily needs of the plant and long-term work with the senior team.
The chosen HR leader accepted and joined after the notice and checks were done. His previous experience showed he was very adept with hourly teams, owner-led companies and direct HR needs. The outgoing lead remained for a brief handover period to keep key work and records in order. Keller Executive Search assisted the client in making sensible choices in a short decision window. The hire brought the firm a stable HR lead who would fit its lean model and practical culture. The new lead also gave owners one clear point for all people issues.
The selected leader lived within commuting range and had senior human resources experience in unionized social services organizations. Her record included the labor relations and compliance expertise that initiated the search. The accepted offer provided the nonprofit with stable leadership for its people function after the previous hire left. The organization brought in a Chief People Officer, who was very eager to support continuous care while respecting the knowledge that lived within its workforce.
