Kepler Search

Partnering for Success in APAC Data Center Growth
A data center firm sought to lead the APAC market through strategic acquisitions but needed to rapidly hire an experienced workforce

Client Background:
A leading data center (DC) company sought to establish a dominant presence in the Asia-Pacific (APAC) region. Through strategic acquisitions, they aimed to build a robust network. However, this ambitious growth plan demanded a skilled and experienced workforce – fast.

 
Initial Collaboration and Recognizing the Gap
Our firm was already familiar with the business, having successfully placed 2 VP roles in the start-up team. Recognizing the urgency of their hiring needs, we delved deeper during conversations with the newly appointed Head of APAC. Their plans to hire an additional 10 individuals, including a crucial HR/Recruitment team, raised concerns.

 
Our Solution: A Collaborative Approach
We recognized that relying solely on an inexperienced HR team could create delays and hinder their ambitious expansion plans. We proposed a unique, collaborative solution – integrating our seasoned search specialists with their internal team. This approach would leverage our:

• Industry Expertise: Deep understanding of the data center landscape in APAC
• Extensive Network: Access to a vast pool of qualified candidates
• Refined Recruitment Strategies: Proven track record of attracting top talent

The Results:

Working closely with the client's HR manager, we seamlessly embedded ourselves within their team. Through meticulous forecasting, we demonstrated the cost-effectiveness and efficiency of our approach. Within a mere six months, this collaborative effort yielded exceptional results:

• 11 Key Appointments Across APAC: Filled critical positions across Japan, Hong Kong, Malaysia, Singapore, and Australia.
• Building the Management Team: Recruited Regional Managers, Directors, and Vice Presidents spanning construction, design, finance, engineering, and real estate.
• Empowering Internal Talent: Facilitated a smooth handover process, providing comprehensive research data and guidance to accelerate their internal team's learning curve.

 
Beyond Recruitment: Employer Branding and Compensation Strategies
Our contribution went beyond traditional recruitment. We provided input on the client's employer branding and positioning, particularly in talent-scarce emerging markets around Asia. Additionally, we tailored compensation strategies to attract top talent in competitive markets like Singapore and Australia.

 
Conclusion: A Foundation for Long-Term Success 
By integrating our expertise with their internal team, we didn't just meet immediate hiring needs – we laid the foundation for long-term success. This collaborative approach, coupled with strategic insights and tailored solutions, enabled the client to navigate the complexities of establishing a data center powerhouse in APAC.

Japan Team Buildout at a Data Center Operator
Seeking to enter the Japanese market, a young data center company struggled to build a local team.

Client Background:
The client, an upcoming data center company, encountered critical roadblocks in its ambitious expansion plans into the Japanese market. Despite initial success in hiring a few individuals independently, they faced difficulties scaling their team quickly. This challenge led to high workloads for existing employees, leading to employee departures and negative perceptions about the company as a strong employer brand, particularly as they were still establishing themselves in the market.

 
Challenge Faced:

• Slow hiring process leading to employee exits, damaging employer brand perception and further hindering recruitment efforts.
• Pressure from investors to expedite project commencement.
• Potential loss of revenue due to hiring delays.

Our Approach:
We partnered with the client as an extension of their HR team to address their talent acquisition and employer branding challenges. Our strategy focused on representing the client positively in the market, clarifying misconceptions, and aligning candidate motivations with the client's long-term goals in Japan. Our approach focused on four key areas:

 
Keep Steps and Solutions:

• Targeted Search: We employed a targeted approach with a strategic focus, leveraging our strong networks and understanding of the data center industry to identify a pool of highly qualified candidates and craft a compelling narrative that resonated with top talent.
• Building Relationships: Our experienced consultant had longstanding, trust-based relationships with highly relevant candidates. This allowed for a deeper understanding of their career aspirations, which played a pivotal role in securing their interest.
• Strategic Placements: Initially focusing on critical roles like Country Head, we gradually expanded our support to fill 15 roles across various functions in Japan. This swift team-building allowed the client to kickstart their projects without further delays.
• Advisory Role: As part of our long-term commitment to the success of our clients, we didn't just focus on filling immediate vacancies. Leveraging our experience, we advised on additional necessary roles to build a well-rounded team across different functions. This proactive guidance ensured that the client had the right talent mix to support their operations effectively.

 
Results

• Successful accelerated placements in critical roles, enabling project commencement, thereby mitigating revenue loss risks.
• Improved employer brand perception and positive market narrative as the brand is now seen as a desirable employer in the Japanese market, attracting top talent around the region.
• Complete team establishment in Japan and expansion support in other markets.

Conclusion:
This case study demonstrates how a strategic executive search firm can act as an extension of a client’s HR function. By focusing on employer branding, targeted candidate engagement, and strategic team building, we empowered the data center company to overcome its initial hurdles and achieve rapid growth in its new market.

Head of Country for a Data Center Business
A data center firm urgently sought a Head of Country to spearhead their expansion into the Japanese market.

Client Profile:
A rapidly growing business with a strong presence in data centers sought a critical hire to establish their presence in Japan

Challenge:
With increasing demand from data center (DC) clients in Japan, our client sought to capitalize on new business opportunities in the market. However, they lacked the talent and cultural expertise to effectively enter the region. They required a critical hire – a Head of Country – who possessed a unique blend of skills, including:

• A deep understanding of Japanese business practices and culture
• International experience and global outlook
• Language fluency in both Japanese and English
• Expertise in the data center field

With every passing moment this role remained vacant, the client faced high opportunity costs. Competitors were actively pursuing the burgeoning Japanese DC market, potentially capturing the very business the client aimed to secure.

Previous Attempts:
The client had unsuccessfully partnered with two other executive search firms prior to engaging us – both of which were costly endeavors. Attempts at mass emailing potential candidates also yielded poor results, highlighting the challenge of presenting the company in the right light and capturing the attention of top-tier talent.

Our Solution:

• Targeted Search: We employed a targeted approach with a strategic focus, leveraging our strong networks and understanding of the data center industry to identify a pool of highly qualified candidates and craft a compelling narrative that resonated with top talent.
• Building Relationships: Our experienced consultant had longstanding, trust-based relationships with highly relevant candidates. This allowed for a deeper understanding of their career aspirations, which played a pivotal role in securing their interest.
• Personalized Pitch: Our consultant's awareness of each candidate’s career aspirations, and our ability to align them with the client's growth path, set us apart from previous recruitment efforts. The eventual hire, initially unresponsive to the mass emails he had received, was captivated by the proposition we presented compared to previous search attempts – i.e., the opportunity to elevate his leadership role.

Results

• Rapid Turnaround: We identified and presented three strong candidates within one week.
• Successful Placement: The client interviewed all three candidates and made an offer to the ideal candidate within four weeks of the search initiation.
• Long-Term Partnership: Our successful placement resulted in an ongoing partnership with the client, supporting their subsequent hiring needs in the Japanese market.

Key Takeaways

• Building strong relationships with candidates is essential for attracting top talent.
• Deep industry knowledge allows for targeted searches that identify the best-fit candidates.
• Understanding a candidate's career aspirations is crucial for successfully pitching opportunities.
• A well-executed executive search can significantly accelerate market entry and propel business growth

Derivatives Trader at a Chinese Oil Firm
A privately-owned Chinese oil firm faced difficulties in expanding its derivatives trading desk.

Challenges:

• Unclear Value Proposition: The company struggled to present the role effectively. With no physical volume trading, attracting traders who thrived on tangible assets posed a challenge.
• Limited Candidate Pool: Traditional methods focused solely on experienced derivatives traders, missing out on potential talent with valuable skills.
• Market Misconceptions: Candidates held negative perceptions about the work culture at Chinese firms, hindering their interest.

Solutions:

• Understanding the Opportunity: We delved deeper than the job description to grasp the true essence of the role, providing a consultative opinion on the possibilities the client needed to expect based on the talent pool in Singapore, at the budget they desired. We learned it required a strategic trader, not just someone adept at physical volume hedging.
• "Out of the box" Profiles: We looked beyond trader profiles. A senior analyst with 12 years of experience and strong market understanding emerged as a perfect fit. While this individual’s background lacked direct trading experience, their analytical prowess and network were invaluable assets to the role.
• Compelling Narrative: We crafted a clear and accurate picture of the role, highlighting the opportunities for growth and the candidate's strengths that aligned perfectly with the company's needs. We addressed misconceptions about the firm’s working style and emphasized its competitive position within the market.

Results:

• Successful Placement: We presented three suitable candidates, with one exceptional individual ultimately joining the team.
• Immediate Impact: Within three months, our placed candidate achieved 100% of their target.
• Long-Term Partnership: This successful placement led to continued exclusive collaboration with the client and assisting them in creating a strong team with deep industry knowledge.

 
Key Takeaways:

• Understanding the True Needs: Effective headhunting requires going beyond the surface level of a job description.
• Creative Candidate Sourcing: Thinking outside the box and considering transferable skills can yield exceptional results.
• Accurate Representation: A clear and well-presented opportunity is key to attracting top talent, especially when overcoming market biases.

This case study demonstrates the power of a strategic approach to a niche position. By truly understanding the candidate’s potential and how they could fit into the client’s needs, we facilitated a successful match that benefited both parties.

CFO at a Trading Conglomerate

A leading trading company, thriving for over a decade, encountered a major challenge when their longstanding CFO departed.

Client Background:
A prominent trading company with over a decade of successful operations faced a significant challenge when their long-standing Chief Financial Officer (CFO) left the organization. The departure left a void that needed to be filled urgently to ensure the continued financial stability and growth of the company.

Kepler Search was referred to the client due to our track record in CxO placements.

Challenges:

• Turnover: The company faced the challenge of finding a CFO who could provide stability after failed placements in rapid succession.
• Stringent Requirements: The company sought a CFO who would be responsible for financial accounting, treasury, and risk management, making the search particularly challenging.

 
Our Approach:
When the company approached our firm, we recognized the complexity of the task at hand. We needed to go beyond the candidates already known to the client and identify hidden talents who met the requirements.

By combining our extensive professional network with expert knowledge of "who's who" in the commodity trading industry, we conducted a highly targeted search, ensuring a perfect fit for our client.

 
Outcome:
We presented a longlist of close to 50 individuals. Within 3 weeks of market mapping, our comprehensive approach led to a successful CFO placement. The selected candidate possessed the strategic mindset, leadership skills, industry experience, and a deep understanding of the unique risks involved in the trading business. This individual needed to possess a rare combination of skills, including industry knowledge, financial expertise, technical proficiency, and strategic thinking. They also had a proven track record in managing global remote teams and maintaining crucial relationships with onshore and offshore banks.

 
Concluding Thoughts:
This case illustrates our ability to meet the client's stringent requirements, rebuild their trust after previous failures, and secure a successful placement critical to the company's continued growth and stability. Our deep industry knowledge, extensive network, and commitment to finding the right candidate within budget constraints were key factors in our success.