This search was initiated to secure a replacement for the outgoing CFO, who was relocating abroad. Given the critical nature of the role, the group required a seamless transition to maintain financial control and strategic momentum.
Replacing the CFO was not a matter of simply filling a seat; it required a rare balancing act. The Group needed a leader capable of commanding the operational details while possessing the vision to shape the future, requiring a blend of leadership attributes:
Finally, the geographical reality of the Hertfordshire base meant the successful candidate had to demonstrate a genuine, long-term commitment to commuting, ensuring the business gained stability, not just a temporary fix.
Given the high stakes, combining niche sector expertise, intense strategic demands, and the urgent need for continuity, the search strategy had to be highly targeted and immediately actionable. Our strategy was built on intensive intelligence gathering and proactive, accelerated market engagement.
1. Deep Dive Stakeholder Profiling
We initiated the process by meeting directly with the business owners at their offices to establish a clear profile of the technical requirements, strategic vision, and required personality/culture fit. We also met with the outgoing CFO to gain critical insights into team dynamics and the operational rhythm of the finance function.
2. Establish Accelerated Timelines
To ensure a smooth and efficient process, clear timelines were agreed upon at the outset, detailing specific dates for shortlist presentation and subsequent interview stages.
3. Proactive Network and Market Mapping
To build a comprehensive longlist of potential candidates, we used a highly targeted, multi-channel approach:
We conducted pre-arranged screening interviews with the longlist of candidates to ensure suitability across all core criteria before advancing them to the shortlist stage.
The rigorous and highly structured process delivered a successful outcome in just six weeks from the initial mandate to the offer being accepted, comfortably meeting the requirement for critical leadership continuity before the outgoing CFO departed.
The successful candidate immediately proved to be an exceptional fit. They not only demonstrated the required industry experience but instantly proved a seamless culture fit, earning the confidence of the owners and the wider business. Over the six-week period, 11 high-calibre candidates were interviewed across the three stages, validating the depth and precision of the initial longlist.
More importantly, the timeline was adhered to with 100% accuracy, demonstrating the power of a highly structured approach even under pressure.
“We had a short time frame, at a busy time of year to secure the right candidate for the future of our business, we chose Goodman Masson based on their experience within our sector and in Finance in particular, the network of clients that they have and on personal recommendation that they would be able fulfil our needs. The process was managed quickly and efficiently with clear communication at all times. The timelines that were laid out from the outset were met accurately and a large shortlist of both capable and suitable candidates were sourced.
The support and advice they gave us confidence that we would find the right candidate for our long term business goals. The chosen candidate comes with industry experience and seems a great fit for our company and we look forward to working with them.”– Managing Director
6 Weeks: Total time from mandate to accepted offer
11 Candidates: Total number of high-calibre candidates interviewed across three stages
Zero: Interruption to financial control and leadership continuity
100%: Adherence to the strict, pre-agreed process timeline
Want to learn more about how we can support your hiring needs? Get in touch with our I&C Accounting & Finance team here
CFO search for a UK hotel group secured a strategic, sector-fluent leader swiftly, mitigating critical implementation and transition risks.
