Placing a New Leader with Pace: Meier Partners and CSG Talent’s Successful Partnership

A Swift Candidate Selection Process 

The process moved very quickly from the start under the guidance of architecture recruitment specialist Matt Sporle, who used his extensive network and industry expertise to deliver a full shortlist of candidates within two weeks. The search was very thorough, with Matt identifying and contacting 91 potential candidates through his network of local and national talent, ensuring only candidates with the appropriate skillsets and experience were considered. 

Matt then screened all these candidates, with 31 of them being interviewed by CSG Talent. This led to a refined shortlist of 5 candidates being presented to Meier Partners, along with 3 additional profiles as fallback options. The firm decided to formally interview 3 of the candidates. This process of screening and pre-interviewing a high volume of quality professionals is one of the biggest time-saving elements when working with a recruitment partner, and it contributed significantly to the pace of this process. 

Throughout the whole process, an experienced senior architect from New York acted as an external advisor, playing a crucial role in the language used in the job advert and finalising the benefits package. The three-way collaborative approach between Meier Partners, CSG Talent, and the external advisor ensured that the recruitment process was efficient and structured. 

Within two months of initial engagement, an offer letter was extended, followed by negotiations and then the acceptance of the offer by the chosen candidate. This placement was a key hire for the business, as the new managing principal is responsible for defining the future strategy of the business and leading the next generation of talent.