ING is one of the largest integrated financial services organizations in the world with more than $450 billion of assets under management.
Leadership asked The Executive Search Group (formerly "Infonet ") to help develop a succession plan for their CIO.
Challenges
The search was complex due to both the timing of their merged businesses and the fluidity of the role’s requirements. An impending restructuring of ING Americas meant that the C-level executive would need to redesign ING USFS infrastructure. To do it, he or so would need unusual technical acumen plus exceptional vision and leadership qualities.
Approach
Identifying the best candidates for ING’s C-level executive position required complete understanding of the company’s business proposition, revenue model, direction, and culture.
Working closely with ING’s executive human resources staff, The Executive Search Group created a detailed needs analysis based on primary and secondary research including:
- Structured interviews and strategy sessions with each key member of the management team and HR team
- Analysis of the company’s business plans, marketing plans, and public communications
“The Executive Search Group’s discovery process and early referencing of candidates saved us precious time,” said The Executive Search Group’s ING contact.
“No one got a dialogue with our top guys unless Tim McIntyre had spoken with at least one former boss of the candidate. The way he approaches it, we don’t waste time on anyone who may not hold up under scrutiny.”
Results
The Executive Search Group recruited and placed Raymond Karrenbauer, their new CTO that met each of ING America’s needs. He was:
- A nuclear engineer
- Formerly Chief Technology Officer for Outpost.com -- a MediaMetrix 500 and Nielsen 500 recognized firm
- A subject area expert regarding technology infrastructure
- Trained at Harvard and Stanford Universities
- Experienced in leading teams of technology pros
- Adept at consulting with Fortune 500 clients
Still, says The Executive Search Group managing partner Tim McIntyre, "our searches aren’t complete until the client says they're complete."
"Before wrapping things up, we ensure there is consensus from the interview team that it has a full, comprehensive, and diverse slate of candidates, that they are satisfied with the final selection, the new executive starts working, and a positive cycle of feedback begins.”