Beyond the CV: How We Find Change-Makers Who Actually Make Change Happen

A behind-the-scenes look at The Search Project's executive search process

If you've ever wondered how we work at The Search Project, or why our approach to executive search feels different from the traditional recruitment experience, this case study offers some insight into our methodology – and perhaps more importantly, why it matters for busy leaders like you.

The Numbers Game: Quality Through Rigorous Process

Our recent search project demonstrates the depth of work that goes into finding the right candidate for transformation roles. Here's what the journey looked like:

The result?

A shortlist delivered within two weeks, requiring just one hour of initial client time plus two brief weekly update calls.

But what do these numbers actually mean? Starting with 475 individuals and ending with 4 finalists represents a 99% rejection rate – and that's precisely the point. We're not simply filtering CVs; we're conducting thorough research, having meaningful conversations, and making nuanced judgements about cultural fit, motivation, and capability long before candidates reach your desk.

What CVs Don't Tell Us (And Why That Matters)

A recent conversation on our podcast highlighted a fascinating challenge in modern recruitment. Sarah Chambers, Director of Digital Experience at Ashurst, posed a crucial question about moving beyond traditional CV-based selection to understand someone's actual competencies and personality.

Sarah's insight resonates deeply with our approach. When recruiting for transformation roles, she looks for individuals who are incredibly people-centric, deep listeners who ask the most insightful questions and get to the nub of the issue to be solved. She wants thinkers and doers who can roll their sleeves up and get stuck in, but equally importantly, people who can inspire and enthuse others along this journey of transformation.

The challenge? None of these crucial attributes appear on a CV in any meaningful way.

The Conversation Advantage

Our founder Nicola's response captures why our process works differently: "Our job's not about matching CVs to job descriptions... You can have five brilliant CVs that on paper match a job description, but then you'll interview them and none of them hit the mark."

Instead, we focus on understanding how candidates achieved their results, not just what they accomplished. How do they tackle difficult situations? How do they engage stakeholders during change? How do they maintain energy and enthusiasm when transformation gets challenging?

This is where the real insight emerges – in conversation, not on paper.

We also dig deep into motivation. A candidate might be brilliant and tick every technical box, but unless we understand what drives them, what they're seeking in their next role, and how this opportunity fits their career trajectory, we risk presenting someone who looks perfect but isn't genuinely engaged with your specific challenge.

Why This Saves You Time

Traditional recruitment often means wasting significant time interviewing candidates who looked promising on paper but lack the intangible qualities that make transformation successful. By conducting these crucial conversations upfront, we eliminate the frustration of meeting candidates who can't demonstrate genuine passion for change work or the ability to energise others.

When we present those final 4 candidates, you're meeting people who have already demonstrated:

• Genuine enthusiasm for transformation challenges

• The ability to think strategically while executing practically

• Strong stakeholder engagement skills

• Clear motivation for joining your specific organisation

• Evidence of inspiring others through complex change

The Result: Engaged Change-Makers, Not Just Qualified Candidates

This approach means the candidates who reach your shortlist aren't just technically capable – they're genuinely excited about your challenge and equipped to make a real difference. They're the people Sarah describes: those who get excited by finding out new things and can create the environment, create the enthusiasm, and create some energy around what you're looking to do.

That's the difference between filling a role and finding a change-maker.

Want to understand more about how we work? Get in touch today.