|Client||Position||Starting date||Sofware AG||WebMethods Team Lead||January 2010|
5+ years Business Process Management (BPM) and EAI first- hand experience, proven solid people and project manage ment skills, organisational and prioritisation , fluent German.
One of the most senior positions we have filled for Software AG is that of a Team Lead, for a newly-established department of the Bulgarian branch of the company.
The position of a Team Lead is a high-profile one and requires a vast array of diverse skills. On the technical front a strong candidate would have solid Business Process Management (BPM) and EAI working hands-on experience of at least 5 years, preferably more. On the other hand, the Team Lead position requires good people and project management experience, organisational and prioritisation skills and the ability to lead the implementation of a complex project independently, without direct supervision or micromanagement. The very good working knowledge of German was also an essential prerequisite, since the Team Lead was to report directly to the H.Q. Office of Software AG in Germany on a regular basis, throughout the preparation and the implementation of the project.
To complicate the recruitment project even further, the new team to be headed by the Team Lead was designed as an integral part of the consultancy division of the company and as such would act in synchrony with the rest of the consultancy units located throughout Europe. To put it in other words, the perfect candidate needed to act as a project liaison, travelling extensively between offices, while in the same time keeping a constant watch and strict control over what is going on home in Sofia.
Our previous experience with similar positions showed a clear tendency – the more senior the position, the less generic its requirements and responsibilities are. So our first step in handling the assignment was to request further details and clarify the position in as great detail as possible. We even reached senior technical staff in the H.Q. of the company and asked our questions first-hand, to the people that the new Team Lead would actually report to.
Having international knowledge on the IT market and on Software AG in particular proved especially valuable in dealing with the challenge of this assignment. Knowing that Software AG has recently acquired a competitor company – WebMethods – we drew valuable conclusions on the nature and scope of the projects that the new team would likely deal with. This helped us give a better and more competent insight into the position and persuade the candidate into the advantages of the job opportunity.
What proved to be instrumental in indentifying a strong candidate was our deep research of the candidate base, through networking and based on references from our well-established IT contacts. This approach led us to contacts in Vodafone Germany, who helped us identify similar integration projects in Bulgaria. One of these projects was headed by a specialist who seemed to be a perfect match so we initiated contact and started pursuing the opportunity.
The candidate in question was not looking for a new job. However, when we looked deeper into his context we identified a lot of potential arguments that could be harnessed into our advantaged: the candidate has been working for his current company for more than 7 years and most of that time had occupied one and the same position. The insufficient career development and the lack of new challenges were strong arguments in attracting his interest.
The interviewing process included three levels and took almost six months altogether. The main task of our team – and the main challenge – was not only to maintain the interest of the candidate, but to deepen his engagement with Software AG. Keeping the communication alive was of crucial importance, as for such a senior position the decision making process is usually quite slow and requires many levels of clearance within the recruiting company. The candidate was so motivated that he used this time to improve his German language skills and by the time the final decision was taken this criterion was also fully covered.
The candidate is considered a very successful appointment and enjoys the trust and confidence of both the H.Q. management and his team. He has been taking active part in putting together the team of Software AG’s Bulgarian consultancy unit. Subsequently we learned that the recruitment of a Team Lead was just the first step and the establishing of a complete team was conditioned on the success of the Team Lead. Presently, the pilot status of the project is upgraded to permanent and the Bulgarian consultancy unit is highly valued within the company