Supporting a client through a key HR hire during a period of growth
Finding the right HR leader for our client meant more than ticking off a list of technical skills. The business was growing quickly, the structure was evolving, and the pressure on the existing HR function was increasing every week. What they needed was someone who could step in with capability and confidence, but also someone who would strengthen the culture rather than simply fit into it.
The search moved fast. Within a few weeks, the right person was identified, and what began as a brief for a mid-level HR generalist became a strategic hire who now plays a core role in the future of the business.
4
Weeks from engagement to offer
30+
HR professionals reviewed for capability and cultural alignment
1
Strategic shift in brief: mid-level role evolved into a senior HR partner
100%
Positive performance feedback from the client post placement
Comment from Client
“I’d recommend Elements without hesitation. They understand people, they understand business priorities, and they know how to bring the two together.”
Overview of Our HR Search
The business was in the middle of national expansion and needed additional HR support to strengthen delivery and ease pressure on the HR Director, who was managing everything alone. Previous attempts to recruit had produced limited results, which meant operational risk was building and burnout was becoming a concern.
What made this assignment unique was not the job description, but the expectation that the person brought both professional credibility and the right energy to the team. Technical capability was essential, but the real priority was someone who could work with calmness, maturity, and a people-first mindset.
Rather than treat the brief as fixed, we treated it as a working document. With every stage of the search, clarity increased. By the time the shortlist was agreed, the brief had shifted naturally toward someone who could step in at a more strategic level.
Approach
We began by meeting onsite with the HR Director to understand the reality behind the role, not just the requirements on paper. From there, we broadened the talent pool beyond the initial expectations, screening candidates across different seniority levels to help the client see the value of hiring for potential and long-term fit rather than job title alone.
We ran values-based interviews, shared transparent reasoning behind every recommendation, and used market insight to influence the decision toward a candidate who brought more capability than originally planned.
The client initially hesitated, but one meeting was all it took to see the difference the right person could make.
Conclusion
This search was a clear example of the power of partnership in recruitment. By treating the brief as a conversation and not a fixed script, we were able to guide the client toward a solution that lifted the capability of the entire HR function, not just filled a vacancy.
The successful hire is now embedded in the business, praised for her performance, work ethic, and professionalism. Operational pressure has eased, HR delivery has matured, and the client is now exploring a longer-term recruitment partnership with us.
This project reinforced why taking a consultative approach matters. When both sides stay open, patient, and focused on outcomes rather than just speed, the result is not simply a placement — it is a lasting fit that strengthens the business.
