Executive Search Case Study: Recruiting a Commercial Director in Poland’s Industrial Manufacturing and Technical Services Sector
How We Found a Sales Leader Who Helped Rebuild a Company’s B2B Market Position
About the Project
For an international company operating in the industrial manufacturing and B2B technical services sector, we conducted a retained executive search in Poland for the position of Commercial Director.
The project was carried out in close cooperation with the Polish subsidiary and the company’s international headquarters. It included market mapping, candidate assessment, and support during final salary negotiations.
This was a senior management recruitment project of strategic importance. The newly appointed Commercial Director was expected to lead B2B sales across Poland and rebuild the sales organization following the promotion of their predecessor.
Selecting the right leader was critical for strengthening the company’s position in the industrial manufacturing sector and ensuring continued growth in the technical services market.
Key Facts
Role: Commercial Director – responsible for B2B sales and business development in Poland
Location: Poland
Sector: Industrial manufacturing and technical services
Project type: Open retained executive search in collaboration with the international HQ
Market mapping scope: Over 100 professionals and managers contacted; 10 shortlisted candidates; 8 interviewed by the client
Timeline: 6 months total; first shortlist delivered after 3 weeks
Outcome: Successful placement of a candidate who was initially screened out by the Client after CV review – their re-engagement and interview proved decisive for the success of the recruitment process
Quality drivers: Precise market mapping, quick response to changes, transparent communication, partnership with the client, and flexibility on both sides
Background and Client Needs
The client was an international B2B manufacturing company undergoing organizational change after the promotion of its previous Commercial Director. The Polish market – one of the company’s most important business regions – required renewed leadership focus and a clear sales strategy.
At the same time, the industrial and technical services market in Poland had become increasingly competitive. The new leader was expected not only to restore sales performance but also to rebuild client relationships and adapt the commercial strategy to evolving market conditions.
This was more than a recruitment assignment – it was part of a broader organisational transformation, where the right leadership hire directly influenced the company’s direction and growth in Central Europe.
Challenges | Recruiting a Commercial Director B2B
From the very beginning, this executive search project in Poland proved demanding. Within the industrial manufacturing and technical services sector, it was difficult to identify candidates with the right combination of B2B sales leadership experience, fluent English communication, and the ability to operate within an international decision-making structure.
Another challenge came from differences in expectations between the Polish subsidiary and the international headquarters. These differences covered both the required leadership profile and compensation level.
With several decision-makers involved across different countries, maintaining a consistent pace and direction of the process required experience, tact, and structure.
The key was to sustain transparent communication and a spirit of partnership throughout the process.
Moments like these clearly show how much trust, consistency, and the consultant’s ability to lead both sides of the conversation contribute to the success of senior-level recruitment.
Our Approach – From Analysis to the Turning Point
Every retained executive search project begins with understanding the client’s needs and expectations for the future leader.
In this assignment, the critical factor was combining strong B2B sales expertise with a good cultural fit for an organisation operating within an international environment.
Step 1: Briefing and Role Analysis
We started with an in-depth briefing session with the HR team to clarify business goals and the scope of the role. Together, we defined the ideal candidate profile – a person with experience in the industrial and construction sectors, capable of building long-term B2B relationships and communicating fluently in English.
Step 2: Market Mapping
Our market mapping covered over 100 professionals. We analysed career backgrounds, sales structures, and leadership styles. Based on this research, we created a shortlist of candidates who matched the required competencies and the company’s culture.
Step 3: Candidate Evaluation
During interviews, we focused on communication style, motivation, and relationship-building skills. Leadership capability and the ability to align with the company’s management culture were equally important.
Step 4: Recommendation and Decision Support
When one of the shortlisted candidates unexpectedly withdrew from the process, we broadened the search and revisited earlier recommendations.
After meeting a previously screened-out candidate, the client decided to reopen discussions. That decision became the turning point of the entire recruitment process.
This experience confirmed that successful leadership recruitment requires more than process discipline – it also calls for the consultant’s intuition, attentiveness, and courage to see potential beyond what is visible on paper.
Results – How the Project Concluded
The project was successfully completed within six months, despite the fast pace of the first shortlist presentation.
The process demonstrated the effectiveness of the executive search methodology – combining in-depth market mapping, consistent communication, and close collaboration between the consultant and the client.
Maintaining trust and transparency allowed the process to move forward even when circumstances changed.
At one point, a candidate who had been initially rejected after the CV screening stage was invited back for a meeting – a decision that proved decisive for the success of the entire search.
These moments remind us that leadership recruitment is not only about analyzing profiles and assessing competencies, but also about recognizing when to give a promising candidate a second look.
Most interesting moment?
The candidate who was first dismissed by the Client based on their CV ultimately became the chosen Commercial Director – after an open conversation and our recommendation helped the client see their potential in a new light.
It’s precisely these turning points that show how much insight and persistence matter in executive search.
Comment from the Lead Consultant 2025
“I was genuinely excited when we received this assignment – a senior leadership role within a globally recognised organisation.
I didn’t expect it to take so many turns, with moments of uncertainty along the way. But now, I’m twice as satisfied: not only because of the successful placement, but also because of the lessons learned and the strengthened relationship with the client.”
Key Takeaways
This project highlighted the importance of openness and flexibility in executive recruitment.
The trust between the client and the consultant made it possible to revisit a candidate who was initially overlooked – and who ultimately proved to be the best choice.
It reinforced our belief that effective executive search is not just about the number of interviews or market coverage, but about the ability to identify potential that isn’t immediately visible.
In the end, that is what defines a trusted recruitment partner – the capacity to combine data, dialogue, and intuition to help clients make the right leadership decisions.
It can be interesting for you Trends in Recruitment for HR Directors in European SSCs: Insights from an Experienced Consultant