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‘insiders’ - Strategy Pipeline

Case Study

Strategy & Transformation Lead Talent Pipeline for World’s leading Retail Giant

  • Industry
    Retail (Supermarkets)
  • Co. Employee strength (global)
  • Level
    General Manager (GM)
  • Year of Execution
  • Research Type
    Talent Pipeline
  • Timeline
    12 Working days

Client information

A leading $60Bn+ Retail conglomerate prominently ranked among Top 20 globally in size; with a history of 90+ years. Its main operations includes supermarkets and discount department stores; with a spread of 3300+ stores across the globe, it has a numerous range of generic or private label brands specialising in groceries (vegetables, fruit, packaged foods, meat etc.), magazines, books, health & beauty, household products, pet & baby supplies, and stationery. It works closely with grocers and farmers to ensure the best products are available to customers; sourcing 96% of all fresh fruit and vegetables and 100% of fresh meat. With a team strength of 210k+ employees globally, it’s focused on creating better experiences together, for customers, communities, and for each other.

“Co. was looking to hire ‘Group Strategy’ & ‘Group Transformation’ Heads who would lead the group’s central strategy pool globally, as a part of the core team of CEO & CCTO. Being a critical hire which would define the future of “Customer Experience & Transformation”; in-order to make sure it’s World Class they needed a realistic prospective of top-notch Talent availability globally.”


Limited factual information on the existing availability of Strategy & Transformation talent pool globally. The inputs from available data, search firms, consulting & industry reports were too generic & lacked the real-time insights.

The ultra-niche & high confidentiality nature of the role made it really difficult to get a realistic understanding. Approaching candidates directly for fact finding & validation by the Co. or search partner would have diluted the role pitch and given a hint to the competitors globally; hence a via approach through an “Out of Town expert” was a necessity.

Very limited direct access to precise & top performing talent across all key geographies & varied industries i.e. Management Consulting/ FMCG/ CPG & Retail. This made the Search more complex and to benchmark talent in real-time even more complicated and that too by maintaining high secrecy.

70 %+
Key Market Coverage
92 %+
Primary Data Collection
98 %+
Data Completion
90 %+
Direct Contact Details

What Did We Do

‘insiders’ worked closely with the Co.’s global Executive Search partner to ascertain the exact need. Established a dedicated in-house team to conceptualise and strategize an approach to identify target companies, level and map precise CXO talent across geographies.

For a realistic prospective of top-notch ready to move Talent availability globally, ‘insiders’ widened the view internationally, particularly with intent to identify ‘boomerang candidates’ i.e. people working in other locations who might be inclined to return to their home country.

Based on sectorial/business understating and role requirement, ‘insiders’ identified and mapped 210+ candidates in 55+ companies across 5 Business types spread in 22 countries of 5 continents; in order to give a realistic & fair candidate comparison and benchmarking.

92%+ of data provided from primary sources with verified contact details (email + mobile no.), team size (tentative) with an avg. data accuracy of 85%+ [implemented end-to-end in 12 working days].

What Did We Achieve

  • Data Provided

    • 210+ Candidates mapped in 55+ companies across 05 Business types (Management Consulting/ FMCG/ CPG/ F&B /Retail) spread in 22 countries of 05 continents.
    • Name, Designation, Department/Team, Years of Experience, Current location, Team Size (tentative), Educational background, Mobile No., email id and Career Move Preference.
    • 200+ Direct contact numbers & 210+ direct email ids of CXOs i.e. Partners, Strategy Heads, General Managers, Principals, Practice Heads, Transformation Heads in 55+ companies across 05 Business types.
    • Career Timeline & Team profiles/structure of preferred candidates.
  • Benefits To Customer

    • 'insiders' enabled the Search Partner & Company to give a realistic and primary insight of global talent availability through a comprehensive report & data summary; with direct access to the leadership candidates.
    • Enabled opening direct communication channels with the target candidates (readiness to talk/propensity to move) and empowered realistic & fair benchmarking for a better understanding of a vital talent resource.
    • Cherry picked & arrived at top shortlists of Warm candidates and also maintained a high confidentiality while running a full-fledged search.
    • 'insiders' report and statistical summary helped define a clear selection criteria; enabling the making of informed decisions over their leadership hire, thus significantly reducing their risk of wrong hires.