Cushman & Wakefield
In 2015 Cushman & Wakefield’s private equity owners bought DTZ – a major competitor – in order to become a major global player in the property management market.
Green Park, which had an existing relationship with the global chief information officer, was asked to find an interim and permanent EMEA CIO.
The search used our broad and established diversity networks complemented our detailed mapping to deliver a diverse shortlist of nine
In EMEA, both companies had almost identical footprints and numbers of employees. Subsequently, there was a need to quickly integrate the two businesses and create a new global structure across all the major functions. There was also an acceptance that the industry had not adopted the digital revolution as fast as other sectors and that there was an opportunity to steal a march on the competition and to become more technologically aligned to their clients.
Cushman & Wakefield needed someone who had been an innovative international CIO in a customer-focused organisation where there was significant transformation. The scale of the merger meant that the interim needed to have gone through a major international integration. On account of the sector’s reputation with IT, the client was fairly sure that the person would need to come from outside the sector.
There was a need to quickly integrate the two businesses and create a new global structure across all the major functions
Green Park sourced a number of suitable individuals and Cushman & Wakefield eventually chose someone who had just returned from abroad, where they had been a global CIO. He has been involved in many acquisitions and integrations, in very customer-centric organisations and was very current in his attitude to what IT can do for the business in terms of making it more customer-centric and in its ability to help companies steal competitive advantage.
The search used Green Park’s broad and established diversity networks, which complemented the detailed mapping to deliver a diverse shortlist of nine – including two women, one BAME – of which four, plus the interim were taken to interview stage. After a rigorous four-stage interview process, the interim was offered the role.