Case Studies
Legal Search
Case Study 1: Biotech Company
Requirement:
Recruitment of a Head of US Legal & US Compliance Officer for an international biotech company with offices in North Carolina, reporting to the General Counsel and Chief Compliance Officer based in Denmark. Responsible for all legal matters in the region, including providing legal and strategic advice to the US commercial leadership team and other stakeholders in the company, reviewing promotional materials and other significant product-related communications, and drafting and reviewing contracts across a range of commercial transactions.
Our client wanted a candidate with 8+ years of in-house legal experience supporting pharmaceutical or biotech companies. Who could work collaboratively and independently while exercising initiative, flexibility, and sound business judgment.
Process:
We targeted pharmaceutical and biotech companies we knew had senior lawyers of caliber with the legal skills, cultural fit, and personality traits our client sought. We approached over 80 individuals. After thoroughly evaluating candidates' skillsets and updating the client weekly, it was decided, with the client's approval, that eight were met face-to-face by Simon de Meo for a rigorous competency-based interview to assess their experience against the competencies required, the cultural fit, and their motivation for considering the role.
Result:
Six relevant individuals were presented to the client for an interview - all of whom had the necessary experience levels and fit for the organization.
The successful candidate was appointed after a three-stage interview process with the client. They brought successful GC biotech experience and demonstrated presence, initiative, and a "roll up your sleeves" mentality in their interviews. They were also a diverse hire.
Legal Search
Case Study 2: Management Consulting Company
Requirement:
Recruitment of a Managing Legal Counsel - Employment, to be based in London for a US management consultancy business., reporting to the Senior Director & AGC. The role will provide expertise and go-to subject matter expert for EMEA in employee relations, compliance, company policy, litigation, employment benefits, and outside counsel management.
Our client wanted a UK-qualified solicitor or J.D. from an accredited U.S. active member in good standing of at least one state base. The candidate should have 3+ years of full-time employment law experience, strong analytical and writing skills, and a business-centric focus on risk. The candidate should also have strong communication skills and the ability to articulate and explain complex legal issues clearly and concisely.
Process:
We first targeted management consulting and professional services businesses. Then, we widened our search to allied industries where technology was prevalent and where we knew there would be high-caliber lawyers with relevant experience. We approached over 80 candidates, and after thoroughly evaluating candidates' skills and updating the client weekly, it was decided, with the client's approval, that six were met face-to-face by Simon de Meo for a rigorous competency-based interview to assess their experience against the competencies required, the cultural fit, and their motivation for considering the role.
Result:
We shortlisted five relevant candidates with the necessary experience levels and fit for the organization.
The successful candidate was hired after a four-stage interview process with the client. They brought substantial experience in multi-jurisdictional employment matters, excellent communication skills, comfort with ambiguity, constant change, lived in London and could be in the office four days a week, were diverse used to working in a fast-paced culture.
Strategic Search Support
Case Study 1: Privacy Counsel Rescue Search
The Requirement:
A global technology company had been trying to fill their Privacy Counsel position for six months using internal resources. Multiple candidates had declined offers, and the internal talent team struggled to identify candidates with the right technical expertise and cultural fit. The role required deep privacy law experience, particularly in product development and international data protection regulations. The successful candidate needed to combine technical privacy expertise with the ability to partner effectively with product teams in a fast-paced environment. After several failed attempts to fill the position, the client needed expert intervention to complete this business-critical hire.
The Process:
A targeted mapping was conducted of privacy lawyers in similar technology businesses and those with relevant regulatory experience. Over 70 potential candidates were identified and evaluated, focusing particularly on those combining privacy expertise with technology sector experience. The search examined both traditional technology companies and businesses undergoing digital transformation to identify candidates with the required mix of skills. After thoroughly evaluating candidates' technical capabilities and cultural alignment, five candidates were selected for in-depth interviews to assess their privacy expertise, technology understanding, and ability to operate in a fast-paced environment. Regular updates were provided to the client, with detailed feedback on market response and candidate motivations.
The Result:
Four highly qualified candidates were presented to the client, each bringing a different combination of privacy expertise and technology sector experience. Each candidate was fully qualified for the role but offered different strengths aligning with the client's requirements. The successful candidate was appointed after a three-stage interview process, bringing both deep privacy expertise and significant technology sector experience. The entire process took eight weeks from engagement to offer acceptance, ending the client's extended search period. The placed candidate successfully integrated into the business and has since built out the privacy function across multiple product lines.
Strategic Search Support
Market Intelligence
Case Study 2: Middle Eastern Investment Company
The Requirement:
A sovereign wealth fund in the Middle East sought to understand the market for senior compliance professionals with asset management experience across its key investment hubs. To build its compliance function, it needed insights into organizational structures and role scope. Key requirements included understanding how other institutions structured their compliance teams across multiple jurisdictions, what reporting lines were typical, and how responsibilities were divided between regional and central compliance functions. The client also needed to understand the availability of professionals with asset management expertise and experience working with international regulatory frameworks.
The Process:
The mapping focused on global asset managers, sovereign wealth funds, and significant investment institutions. Over 90 compliance professionals were identified across key financial centers. Research extended beyond traditional asset management to include professionals in related financial institutions with transferable skills and experience. The analysis covered reporting structures, the scope of responsibilities, and regulatory coverage requirements across multiple jurisdictions. Particular attention was paid to understanding how other organizations managed the interaction between local and global compliance requirements and how they structured their teams to handle complex cross-border transactions.
The Result:
The delivered analysis provided clear insights into optimal compliance team structures and role requirements. The client received a detailed mapping of potential talent pools across their target markets, enabling them to develop a phased recruitment strategy for building their compliance function. The research highlighted successful organizational models that could be adapted to their specific needs and identified several centers of excellence for compliance talent. This intelligence helped the client make informed decisions about their compliance function's structure and provided a solid foundation for their subsequent recruitment strategy.