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Author: Alyana

  • Product Director Repositions From Retail Banking To Fintech Growth

    Candidate profile: A product leader with twelve years in retail banking wanted to move into financial technology but was repeatedly screened out because hiring teams read the banking background as too conventional.

    Challenge

    The candidate’s experience was commercially strong, yet the CV described responsibilities rather than the product outcomes that would matter to a scaling fintech. Several applications had ended after first interviews, and the candidate had begun to question whether a sector move was realistic.

    Solution

    Erdobar reframed the profile around platform migration, regulated-product delivery and the candidate’s record of improving digital adoption. We created a targeted market map, prepared a concise transition narrative and introduced the candidate only to businesses where regulated-market knowledge was a commercial advantage.

    Result

    Within seven weeks, the candidate accepted a Product Director role with a European payments scale-up. The appointment delivered broader product ownership, a 24% increase in total compensation and a mandate to launch two new merchant tools in the first year.

    Related service: Career Counselling.

  • Chartered Engineer Moves Into Renewable Energy Programme Leadership

    Candidate profile: A chartered civil engineer had built major infrastructure projects but wanted a role with a direct connection to the energy transition and clearer long-term purpose.

    Challenge

    Although technically credible, the candidate lacked a formal renewables title. Employers were interested in the project record but uncertain about sector readiness, while the candidate did not want to take a step down merely to enter a new market.

    Solution

    Erdobar identified the transferable strengths that renewable developers value: programme governance, landowner engagement, contractor management and safety leadership. We coached the candidate for technical interviews, introduced them to a developer with a multi-country pipeline and supported relocation discussions early.

    Result

    The candidate became Programme Lead for a wind and solar portfolio spanning two countries. They joined at their existing seniority level, secured a structured development plan in grid connection and now lead a project team responsible for assets entering construction next year.

    Related service: Talent Sourcing.

  • Nurse Manager Returns Home To Lead A Growing Surgical Unit

    Candidate profile: An experienced theatre nurse manager working abroad wanted to return to the Baltic region without compromising clinical leadership responsibility or salary transparency.

    Challenge

    The candidate had strong operating-room credentials but limited visibility in the local market after several years overseas. Previous discussions with employers had stalled because job descriptions did not explain the scope of authority or the support available for building a new team.

    Solution

    Erdobar assessed the candidate’s management record alongside clinical capability, clarified the type of unit that would benefit most from their experience and introduced them confidentially to a private healthcare group expanding surgical capacity. We also supported negotiation around rota design, team size and professional-development funding.

    Result

    The candidate accepted the Surgical Services Manager role and returned home within three months. The new unit opened on schedule, the candidate recruited six additional nurses in the first quarter, and patient-flow targets were exceeded during the first six months.

    Related service: Career Counselling.

  • Programme Director Transitions Into Public-Service Digital Transformation

    Candidate profile: A programme director from a global consultancy wanted to move into public-service technology, motivated by the opportunity to improve services used by citizens rather than clients alone.

    Challenge

    The candidate’s advisory background was impressive but public-sector employers needed evidence of patient stakeholder management, procurement awareness and the ability to deliver under public scrutiny. The candidate also needed confidence that a lower base salary would be balanced by meaningful scope.

    Solution

    Erdobar translated the candidate’s experience into a public-value narrative, coached them through panel and scenario interviews, and targeted roles with real mandate rather than token transformation language. We helped articulate a total-reward comparison that included pension, mission and leadership scale.

    Result

    The candidate was appointed Digital Transformation Director for a national agency. Their first programme simplified a high-volume application journey, reducing processing time by 38% while improving service satisfaction for frontline users.

    Related service: Career Counselling.

  • Commercial Manager Steps Into International Logistics Leadership

    Candidate profile: A commercial manager with a strong regional account base wanted a wider leadership role that combined sales strategy, customer retention and cross-border operational influence.

    Challenge

    The candidate had repeatedly been considered for senior positions but was viewed as a high-performing individual contributor rather than a future commercial leader. Their CV underplayed coaching, pricing and recovery work completed during difficult client situations.

    Solution

    Erdobar rebuilt the candidate’s positioning around leadership outcomes, including team performance, key-account retention and margin improvement. We matched them with a freight operator seeking someone who could stabilise a regional portfolio while building a more disciplined sales process.

    Result

    The candidate became Regional Commercial Director, leading a ten-person team across three markets. In the first year, their unit renewed 92% of strategic accounts and increased profitable revenue by 17% through a revised key-account operating model.

    Related service: Talent Sourcing.

  • Experienced Teacher Advances To International Campus Principal

    Candidate profile: A senior teacher and department head wanted to move into school leadership at an international campus, bringing a record of academic improvement and strong parent relationships.

    Challenge

    The candidate had led curriculum and staff development but had not held the formal title of deputy principal. Selection panels wanted proof that they could manage finance, safeguarding, recruitment and community expectations alongside educational standards.

    Solution

    Erdobar prepared a leadership portfolio built around measurable school outcomes and simulated panel questions that tested governance, conflict resolution and enrolment planning. We introduced the candidate to an education group opening a new campus where their start-up mindset was as valuable as their academic expertise.

    Result

    The candidate was appointed Founding Principal. The campus opened with a full teaching team, met its first-year enrolment target and achieved parent-satisfaction scores above the group average within its first two terms.

    Related service: Career Counselling.

  • Cybersecurity Architect Builds A Mission-Led Public-Sector Career

    Candidate profile: A cybersecurity architect from a large technology vendor wanted work with deeper national impact but was concerned that a public-sector move might limit technical growth.

    Challenge

    The candidate was technically advanced yet had not previously worked in a clearance-led environment. The hiring organisation needed someone able to design secure architecture, explain risk to non-technical leaders and help establish a new internal capability.

    Solution

    Erdobar mapped roles where the candidate’s cloud-security expertise could have direct operational relevance, prepared them for structured competency assessment and coordinated the clearance process in parallel with interviews. We also ensured the role included certification funding and a clear specialist progression route.

    Result

    The candidate accepted a Lead Security Architect appointment with a national agency. They designed the target architecture for a shared digital platform and built an internal team that reduced reliance on external security contractors during the first year.

    Related service: Talent Sourcing.

  • Quantity Surveyor Finds A Sustainable Infrastructure Career Path

    Candidate profile: A quantity surveyor with major-project experience wanted to leave a cycle of short-term site assignments and find an employer with safer planning, clearer progression and a credible sustainability agenda.

    Challenge

    The candidate’s technical record was strong, but their employment history looked fragmented because several projects had ended abruptly. They needed to explain those moves confidently and identify employers whose culture matched the way they wanted to work.

    Solution

    Erdobar developed a transparent career narrative, highlighted commercial-control achievements and screened opportunities for programme stability, leadership quality and environmental commitments. We introduced the candidate to an infrastructure group delivering long-term rail and energy projects rather than short-cycle construction packages.

    Result

    The candidate joined as Senior Quantity Surveyor with a defined path to Commercial Manager. Within nine months, they led cost control on a complex civils package and were selected for the company’s leadership-development programme.

    Related service: Career Counselling.

  • Sales Director Repositions For B2B SaaS Growth

    Candidate profile: A sales director from a traditional enterprise-software business wanted to join a faster B2B SaaS company where they could build a repeatable revenue engine rather than inherit a mature territory.

    Challenge

    Hiring founders respected the candidate’s enterprise experience but questioned whether they could operate with product-led demand, shorter iteration cycles and a less established brand. The candidate also wanted meaningful equity without losing commercial influence.

    Solution

    Erdobar focused the profile on pipeline discipline, conversion improvement and the candidate’s experience introducing account-based selling. We practised a board-level growth presentation and targeted scale-ups where the commercial model was evolving from founder-led sales to a structured team.

    Result

    The candidate accepted a VP Sales position at a B2B SaaS business entering two European markets. In the first twelve months, the company doubled qualified pipeline, hired five account executives and exceeded its annual new-business target by 22%.

    Related service: Career Counselling.

  • HR Business Partner Steps Up To People Director

    Candidate profile: A senior HR business partner was ready for a first People Director role but had received feedback that their experience was operational rather than strategic, despite leading significant organisational change.

    Challenge

    The candidate needed to demonstrate board-level credibility, workforce-planning capability and commercial judgement. They were also conscious that a premature move could put them into a title without the authority needed to succeed.

    Solution

    Erdobar translated a complex restructuring programme into evidence of strategic leadership, developed a clear point of view on talent, reward and employee experience, and selected employers where the role had direct executive access. Interview preparation focused on the questions a chief executive and finance director would ask.

    Result

    The candidate was appointed People Director for a growing professional-services firm. They joined the executive committee, introduced a leadership-succession process and reduced regretted attrition by 29% during their first year.

    Related service: Career Counselling.

Erbodar - Rethink Excellence
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Julia
Julia
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