With a change in funding structure and intense media scrutiny of senior appointments, Green Park was awarded the mandate to hire a new CFO for Network Rail in 2015 on the basis of its strong diversity networks and commitment to helping move the dial for both gender and BAME candidates at board level.
Succession planning for any organisation is vital, particularly so for an arm’s-length body such as Network Rail. With a large finance team, challenging funding environment and several sets of high-profile key stakeholders, this was a challenging role with an aggressive time frame.
The search team expanded on a typical mapping exercise and then at longlist stage conducted a parallel search
Green Park worked with the CEO, HR director and key EXCO members at Network Rail to shape the search strategy needed to ensure a broader choice of credible appointable candidates. The search team expanded on a typical mapping exercise and, at longlist stage, conducted a parallel search to ensure that there was meaningful BAME and gender representation in the typically male-dominated areas of finance and transport.
In our experience, those hires that are deemed too risky or possibly not quite ready for an EXCO role are obviously often not considered for final shortlist. Green Park stands by its belief of helping to level the playing field by presenting both the unusual as well as the usual suspects, and so conducted a rigorous interview process supported by psychometric testing at final stage.
The successful candidate was appointed in early 2016.
Green Park stands by its belief of helping to level the playing field by presenting diverse longlists and shortlists