The Problem

The promoted internal candidate had set an exceptionally high standard and was described as someone who had “never lost a customer”. Replacing that level of performance meant the search could not rely on industry experience alone.

The client needed someone who could understand distribution-led sales, build trust quickly and work in a way that matched the culture of the business. While automotive experience was attractive, the wider priority was finding a commercially strong, credible sales professional with the right approach.

The Solution / What We Did

Wallace Hind reviewed the brief and agreed an eSearch campaign targeting two relevant candidate pools: sales professionals working for manufacturers selling through distribution channels, and candidates already working within automotive distribution who wanted to progress into a manufacturer-led role.

To reach both audiences effectively, we created two distinct adverts, each written to appeal to the motivations and experience of those groups. Applications were then carefully categorised and assessed against the client’s priorities, with particular focus on sales method, distribution experience and cultural suitability.

The Result

• Over 300 applications were generated through the campaign.
• Candidates were grouped into three clear categories: automotive via distributors, manufacturing via distributors and automotive distributors.
• An initial shortlist of 21 was reduced to a final client interview shortlist of five strong candidates.
• An offer was made and accepted by a candidate from a competitor company, despite this being an outcome the client had not expected at the outset.