Situation

A family-owned international consumer goods company sought to appoint a new Chief Executive Officer as the incumbent — a family member — transitioned to the Chair role. The aim was to identify a successor who could drive a step-change in business performance while building upon and evolving the strengths of the company’s culture.

Beyond proven sector expertise and leadership track record, ensuring cultural alignment and a strong partnership between the new CEO and the Chair was critical to the success of the appointment.

Approach

Given the importance of fit and succession timing, we initiated the search with an extended lead time, enabling a forensic market mapping and targeted outreach to both sitting CEOs and divisional business leaders with relevant experience.

We found a diverse longlist of candidates spanning the Americas, Europe, and Asia, each rigorously assessed through structured interviews and extensive referencing. Through regular client updates, the longlist was refined to six candidates who met with the Chair, and subsequently to three lead candidates.

To assess chemistry, cultural fit, and shared  strategic vision, we designed a process that blended formal interviews with informal interactions — including lunches and dinners — allowing the Chair to explore alignment on strategy, ambition, and values.

Impact

The process resulted in the appointment of a first-time CEO who had previously been part of the top leadership team of a multinational consumer goods group. They have made an immediate and positive impact, raising ambition levels, articulating a clear strategic direction across global markets, and instilling a stronger performance-driven culture.

Since the appointment, the business has outperformed its competitors, underpinned by a highly effective partnership between the family, the CEO, and the wider leadership team.