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Cautrac - Regional Manager

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Our client is a specialist Capital Equipment Supplier to the construction and agriculture sectors with offices in the South East and North of England, and a customer base located in the UK and abroad. They were at an important juncture with the existing Managing Director preparing for his imminent retirement from the business, requiring effective succession planning for the South East location and the wider business, to avoid a negative impact on the organisation and to provide positive momentum going forward. They had already conducted their own recruitment activity, advertising in the local and national media, however this upfront spend had not resulted in the identification of any suitable candidates for this key senior role.


  • To source for consideration suitable individuals with the experience and capability to take over responsibility for the management of the South East location from the outgoing MD.
  • Assist in the selection of an individual with current senior Sales Management and Operational Management experience, and with the potential to contribute to the further growth and strategic development of the company. It was essential that this individual was the right cultural and personality fit in order to lead the transition, work effectively with the existing managers and keep existing line-managed staff motivated and “on-side”.
  • To complete the above within a set timescale allowing for a short handover between the new Regional Manager and the outgoing Managing Director.


  • We met with the client on-site to understand the businesses situation and its specific requirement.
  • Instigated the candidate attraction process with specifically written and targeted advertising and pro-active networking search activities to identify active and passive candidates within the industry.
  • Identified suitable candidates and progressed via our own interview process to client interviews.
  • Due to the need to build strong working relationships we suggested the client and candidate communicate directly during discussions and negotiations, acting as intermediary when required to chase responses or move the process forward.
  • When industry candidates failed to meet all the criteria or there were concerns about their cultural fit or commitment, we discussed with the client widening the search to candidates outside of the industry with the necessary skill-sets and a complementary engineering background.
  • We subsequently identified a new pool of suitable candidates with relevant and transferable experience at the right level, living within a reasonable commute, of which one particular stand-out individual was selected – a former MD himself with international Sales and Operational management experience, from a mechanical engineering background.


Our actions resulted in:

  • The successful appointment of a new Regional Manager for our client satisfying all the key criteria relating to work functions and work culture.
  • The successful transition between the outgoing MD and the newly appointed Regional Manager, meeting the deadline in time to allow a period of overlap and hand-over.
  • A new and satisfied client, with a payment arrangement that allowed them to trial the new employee fee free for the first month, and spread the cost of our successful recruitment activity by paying in monthly instalments.