We are an established firm, set up by a team of highly experienced consultants. Collectively, we have over 40 years in the industry and a wealth of experience in sectors as diverse as retail & consumer goods, pharma & healthcare, and media & technology.
We will insist on meeting new clients and new candidates in order to comprehend fully their requirements and expectations. We will then own the recruitment process from end-to-end: from the introductory phase, throughout the interview process, to offer stage and beyond.
Our consultants are experts in the search process, but are also able to deliver swiftly and effectively to a contingent brief. We work best in situations where a business is going through a period of change, transformation or growth and love being presented with a challenging assignment. Most of all though, we really enjoy what we do.
An Oxford based consultancy, specialising in risk profiling for investors, was looking to grow significantly due to a promising new product. They wanted to hire a commercial and strategic individual, capable of advising the board and forming new commercial partnerships. Cornell was recommended for the project due to the maturity of its network of high-calibre individuals with entrepreneurial interests.
A project team from the Cornell Partnership met with the Founder/Chairman to analyse the role and discuss requirements including candidate track record, skills and cultural fit. We agreed a four week period of retained exclusivity to allow us to interrogate the market and conduct interviews. A longlist of 12 candidates was presented to give the client an idea of the breadth of options in the market. Having talked through the interview content in detail, we agreed a shortlist and established an interview timetable for a panel of directors. Final round interviews took place 2 weeks later.
In discussion with Cornell, a comprehensive offer package was put together in order to secure the favoured candidate. We maintained dialogue with a second candidate, as it was agreed that both would be worthy hires. The preferred candidate accepted, and has now spent over 12 months working with the management team developing their business case and agreeing deals with potential clients. He is expected to gain equity in the business as he continues to establish himself as a key hire.
Our corporate client had grown dramatically over a period of years, having made numerous acquisitions. A leading private equity house bought into the business 5 years ago, and a timeline for exit is in the process of being finalised. In view of this, the client has been seeking to build out the central operations function at a number of levels. We were mandated to secure a senior operations development specialist by the private equity business.
Over a number of meetings with both the PE team and the corporate operations team, we established some clear parameters for the search. The desired individual had a fairly unusual hybrid skillset, and we leveraged our network across the consultancy and corporate spaces. We also approached a number of individuals previously unknown to us due to the specialist nature of their background. We updated the client weekly on a constantly evolving longlist and shortlist to final round stage.
After a fairly extensive interview and case study process, the client decided to hire not one, but two individuals into the operations team. The execution of the process had enabled them to realise that there were two very distinct backgrounds available to them, each of whom could add value in a different way. Our relationship with the corporate client continues, and we are currently engaged on two further assignments with them.
A personal referral led us to build a long standing relationship with a serial entrepreneur who founded numerous startups post MBA. The first, a healthcare innovation business, received funding after a year in operation and at that stage we succeeded in finding them an investment and product guru. Our client retained equity in the business but went on to found two further businesses – it was during the evolution of the second of these that he called on Cornell to secure a Head of Strategy.
Our client called us saying he was looking for the impossible. A German speaking strategy consultant, with experience of a particularly niche area of the healthcare industry. We leveraged our candidate network going back some years and managed to find the perfect fit for the business. The chosen candidate was interviewed and offered within a 24 hour period.
The client is now looking to secure a 3rd round of funding. We retain an excellent relationship with them and are looking to hire further Strategy Associates into the team
"From day one of the MBA campaign, Cornell demonstrated exceptional professionalism, communication and strategic skills. Communication is key in successful talent recruitment – and I have seen many companies fail where the Cornell Partnership succeeded. They raised our brand equity, and secured high calibre individuals for us globally. It has been a tremendous success story for us and the most collaborative, thorough and effective recruitment relationship that I have experienced."