Case Study: Securing Specialized Financial Talent Within Budget Constraints

The Challenge

A European luxury retail group expanding their German operations faced a significant recruitment challenge. They needed two specialized Retail Financial Controllers for their Berlin office who possessed:

• Fluency in German and English
• Experience with luxury retail financial operations
• Advanced analytical capabilities
• Cultural alignment with a high-end brand

Making the search particularly challenging, their allocated budget was approximately 15% below market rates due to internal equity considerations. After six months and three unsuccessful recruitment partnerships, the positions remained unfilled as the financial planning cycle approached.

Our Approach

Recognizing that traditional methods had proven ineffective, we implemented a more comprehensive strategy:

1. Broadened Search Parameters

Instead of limiting our search to the obvious candidate pool, we expanded our focus to include the following parameters using our international executive search approach:

• German financial professionals working in luxury retail abroad
• Controllers in adjacent retail sectors with transferable expertise
• German-speaking professionals from neighboring countries (KiTalent has a strong presence in Europe, including our Turin hub)
• International talent already based in Berlin with relevant skills but from different sectors

2. Enhanced Value Proposition

We worked with the client to articulate a more compelling opportunity that emphasized:

• Career advancement opportunities within a growing international operation
• Strategic involvement beyond standard controlling responsibilities, including aspects of talent intelligence and market analysis
• Quality of life benefits in Berlin compared to other luxury retail hubs

3. Strategic Compensation Restructuring

Our market analysis enabled the client to optimize their offers without increasing the total budget by:

• Adjusting the fixed/variable compensation ratio to enhance the base salary
• Incorporating flexible working arrangements as part of the package
• Creating clearer advancement pathways with defined milestones

The Results

Within six weeks of engagement, we successfully filled both positions:

• Position one: A German national returning from a luxury conglomerate in London
• Position two: An Italian financial controller already based in Berlin who brought valuable skills from an adjacent sector

Both candidates exceeded performance expectations, with one advancing to Regional Finance Director within two years. After three years, both remained with the company, validating the quality of the match beyond immediate hiring needs.

Key Insights

This case illustrates several important principles in executive search:

• Traditional candidate pools often represent only a fraction of potential talent.
• Value proposition elements beyond compensation can overcome budget limitations.
• Geographical flexibility (including "returning nationals") can significantly expand options.
• Sector-adjacent experience often translates effectively when properly assessed.