Green Park was recently selected to support the Driver and Vehicle Licensing Agency in the appointment of a new chief technology officer

The new CTO would be responsible for IT strategy and change delivery, leading a team of approximately 650 technology professionals and a planned IT spend of £140 million.

The role reported to the chief executive officer and would be responsible for setting out DVLA’s IT strategy for achieving digital transformation as well as contributing to cross department and cross government IT strategy.

Green Park searched for candidates who could apply their proven experience of driving the transformation of organisations using open source and cloud technologies, using agile methods and digital transaction-based processes. The high-profile, highly visible nature of the role meant that the successful individual would also need to demonstrate exceptional influencing and stakeholder management skills at a senior level to drive positive, and efficient delivery of IT services in businesses of similar size and complexity.

The search carried a number of challenges, not least the disparity between the skills and expertise of the role holder and the remuneration on offer. Digital roles operate in a highly candidate-driven marketplace which means that those best placed to take on the role were also those most in demand and in receipt of multiple approaches per week. The location of the role, in Swansea, was also a potentially limiting factor.

The search focused on senior executive level individuals who had significant experience in technological change within retail, financial services and telecommunications, media and technology sectors.

Candidates were identified with a significant track record in technology and the digital environment, currently in leadership positions.

A strong shortlist of four candidates was agreed, all of whom had significant board level digital and broader technology expertise. The successful candidate was a CTO of a well-known retailer and previously held board-level roles with organisations such as ASOS and Kingfisher.

The key to the success of this challenging campaign was Green Park’s commitment to invest significant time and resource in the management and coaching of candidates throughout the lifecycle of the campaign. This ensured that the chosen shortlist remained in place until the final panel and there were no surprises when it came to managing the offer process.