Incentro is a young, Dutch company that helps global brands improve customer experiences through the use of digital platforms. The idea behind the company is that digital transformation is not just about IT – culture is actually a key factor as well. Based on the principle of ‘practice what you preach’, Incentro has steadily built an internal organisation characterised by little hierarchy and extensive freedoms and responsibility for the team. Incentro opened several branch offices at home and abroad in recent years and has challenging ambitions. To fulfil those ambitions, the company wanted to recruit top-level sales managers for three key business units.
Incentro invests heavily in developing talented individuals within the company, but also attracts people from outside the company when appropriate. In its search for suitable individuals to fill three crucial sales roles – a Sales Director Digital Transformation, a Sales Director Google and a Sales Director OutSystems – Incentro soon discovered that the shortage of skilled people in the job market was a major obstacle. Experienced, entrepreneurial sales professionals of the calibre required to achieve Incentro’s growth ambitions are extremely thin on the ground. In addition, the candidates needed to fit the organisation. In Incentro’s case, that meant having a true start-up mentality and being flexible enough to adapt to the company’s non-hierarchical structure.
<p>For these crucial sales roles, New Technology Search’s head hunter arranged in-person screening interviews with the candidates. The outcomes and conclusions of those interviews were presented in screening reports, which gave Incentro an accurate picture of the candidates and facilitated subsequent highly targeted job interviews with them. New Technology Search identified more than 100 potential candidates for the three positions and conducted 36 screening interviews with suitable individuals. All three vacant sales positions were filled.</p>
106
potential candidates were contacted
36
candidates were screened
18
candidates made it to the shortlist
3
candidates were appointed
At New Technology Search, communication and a proactive attitude are key priorities. They don't just present candidates to as many clients as possible. I experienced at first hand the significant effort they put into understanding our organisation and finding exactly the right match.
New Technology Search's head hunter can draw on his own personal experience in IT sales. He understands how sales works in our market. In addition, he has an extensive network.
