Opportunity Brief:

Ford & Stanley Executive Search (Part of the Ford & Stanley Group) are specialists in Executive Interim and Permanent appointments to the UK & North American, Rail, Engineering, Technology and General Manufacturing Industries.

We have been exclusively entrusted and appointed by the Client Company on a retained search for a Product Development (Portable NDT) Leader who will be pivotal in driving efficiencies throughout the department and building the capability within the business for NPI. 

Below you will find an ‘opportunity brief’ developed from notes taken during the scoping meeting (Situational Discovery) held between the Business Manager of Ford and Stanley Executive Search, Research Manager of F&S Executive Search and the Managing Director of the Client Company. This brief is designed to give candidates a deeper insight into the opportunity inherent within the role, the challenges the role presents and provide access to the detail that sits behind the job specification.

Client Opportunity Statement:

“Integral to the continuous growth of our business is the appointment of a hands-on ‘Product Development Leader’ with a strong understanding of engineering processes alongside new product design and integration. Someone who will be the ‘driver’ in ensuring we have strong engineering processes and procedures across the function that will pave the way for future growth.”

“In addition to establishing strong processes and procedures we are keen to secure an engineering leader who is capable of managing diverse stakeholders and passionate about mentoring up and coming talent. We keen to establish a strong culture of succession planning whilst maintaining the good relationships with those who built the division”

“Being one of the most senior engineering individuals within our European leadership team it’s important that the Product Development Leader takes ownership of the function and provides mentorship and training to the team within to allow us to continue to improve our engineering capability.”

The Opportunity

Main challenges that will be encountered in the 1st year:

• There is currently a ‘single point failure’ within the team. Most of the knowledge sits with a senior individual and this poses a risk to the business and the teams development as they continue to grow.
• Due to the division not having the correct structure and procedures in place there are important stages of the process missing in relation to several products which is resulting in difficulties for production and at times, product recall.
• When joining the business you will encounter a mix of individuals who are highly educated and often resistant to change. It’s imperative that you build strong relationships at all levels and tailor your communication style to the individual to ensure the continues success and development of the division.

Top deliverables in the 1st year:

• Ensure all product documentation is up to date and the correct processes and procedures are in place to ensure improve quality and consistency across future products.
• Set a strong team structure that allows team members to play to their strengths. This is also to include implementing succession plans to de-risk the team and business.

Agreed Hard Skills for candidates to secure an interview:

• Proven ability to gain buy-in from engineering teams and play each member of staff to their strengths.
• A proven track record of leading an engineering function and its strategy, while retaining a hands-on approach.
• Experience working in product design and development in a highly regulated industry including Rail, Automotive, Aerospace, Defence or similar.
• Exposure working with a business that provides bespoke engineering solutions.
• Strong communication skills – able to manage internal and external stakeholders understanding how to ‘toe the line’.
• Exposure to working with NDT equipment *Desirable*.
• Degree in an Engineering discipline *Desirable*.

Agreed Soft Skills for candidates to secure an interview:

• An individual capable of quickly building relationships with colleagues that will at times be resistant to change.
• Able to be ‘firm but fair’ and capable of standing their ground when needed.
• Engaging and inspirational personality to demonstrate the value of processes and procedures.
• They will have resilience to implement the change needed but understands that it may not happen straight away.
• A team player who works well in a collaborative working culture.

Good to know:

• This role will be taking ownership of the portable NDT inspection Equipment engineering division.
• The role reports to the VP of Technology with a dotted line into the UK & European MD.
• The headcount of the business is currently circa 100 with a further 550 heads globally.
• The headcount for the business unit is a team of 4 engineers (2 x electronic, 1 mechanical & 1 system integration) and 1 consultant.
• Within the team it’s useful to know that there is a relatively newly promoted individual, a family member of a senior leader within the business and also an individual we deem a potential successor of technical expertise’.
• The division is currently led by the NDT innovation systems consultant R&D who is a market leader in innovation, design and build. It’s worth noting however that he is expecting to be with the business for around 18 months before transitioning into a ‘true’ consultancy role.
• The UK has several subsidiaries within it, including – India (Not trading), Australia, Germany, Sweden, Switzerland, Norway, France, Lithuania and Belgium.
• The UK business turnover is circa £23m with an ambition to grow this to £26mil by the end of the financial year, the US turnover is circa $160m. However, the UK contributes over 30% to the business’s overall profit.
• The turnover for this particular business unit is £3m and is highly profitable with circa 500 units in service and around 40 sold per annum.
• We have found that within this particular division, product documentation isn’t always up to date which is causing difficulties in production and at times results in product recall.
• The role will be hands-on and suit someone with a strong desire to ‘be in amongst it’ and lead by example.
• Additionally, the culture built by the UK MD is a culture of empowerment, encouragement and continuous development.
• The business is made up of multiple 3 – 5-year contracts surrounding remote condition monitoring for track. The company will typically sell the asset at the front end and follow up with a maintenance, license and data subscription thereafter.
• The majority of the purchased components are bespoke designed to client specification (From a software perspective, not hardware), a successful candidate will need to develop a strong understanding of these supplier types.
• Typically, the products are designed by the business, manufactured by a supplier and then assembled on-site.
• Plans for growth include a core product offering that is less bespoke and allows quicker lead times.
• It’s noted by the UK MD that this is an excellent time to join the business as they are in a period of transition and growth.
• If the engineering function is successfully set up in the UK, we anticipate a successful candidate will have the opportunity to replicate this across the EMEA team. The company has a number of exciting projects in the pipeline including a new high-speed vehicle build, as well as the installation of 14 new track inspection systems across 7 vehicles.
• Ultimately, we are looking to de-risk the ‘single point failure’ that is currently in position with the business leader of the division.
• Worth noting that all the kit will need updating within five years.

Budget & Benefits:

Low £75,000/ Mid £80,000/ Top end £85,000

• 27 days holiday plus statutory bank holidays.
• Private healthcare (individual)
• 5% employee & 3% employer pension
• Life Insurance 3 x Salary

Likely Job Titles:

Head of Engineering, Senior Engineering Manager, Chief Engineer, Engineering Director, Product Director, Head of Product Development, NPI Director, Head of NPI

Working Arrangements & Location:

The company are based in Derbyshire and currently operate a hybrid 2 days remote 3 days in office. However, it is expected that the Product Development (Portable NDT) Leader will have a regular site presence, particularly in the first 3 months of the role.

Ford & Stanley Interview Process:

• 1st Stage – Formal Interview. Candidates are assessed on their suitability for the job in the context of the above and challenged on how the opportunity lines up with their career aspirations.
• 2nd Stage – The ‘shortlist’. Candidates are asked to reflect on 1st stage, providing evidence and discussion on key points. Package requirements are reiterated and finalised.

Our Client’s Interview Process:

• 1st Stage interview to be held face-to-face with the Director Production and System Support and the NDT Innovation Systems Consultant R&D.
• 2nd Stage interview will be remote (via Teams) with the MD and VP of Technology.

F&S Executive Search – Delivery Team:

• Tom Norton – Business Manager (Client Recommendations/Advisory, Offer Negotiations, Headhunting, Networking).
• Oliver Nunn – Research Manager (Client Recommendations/Advisory, Offer Negotiations, Headhunting, Networking, Research, Search, Longlisting, Shortlisting, Interviews, Data & Market Intel).
• Emma Barlow – Senior Research Associate (Networking, Research, Search, Longlisting, Shortlisting, Data & Market Intel).
• Ralitsa Kuzeva – Executive Assistant (Diary Management, Coordination, Candidate Experience).

About Ford & Stanley Executive Search:

At Ford & Stanley Executive Search we go beyond a recruiting transaction with our core mission being that of every interaction we have with clients and candidates is best in class. We are select in the opportunities we represent, as such, work under strict exclusive and retained search assignments with forward-thinking and proactive global companies that place their trust in our ability to deliver a winning shortlist at the first time of asking.

Our Search Directors (who are themselves members of the F&S Group Board) and our in-house research team invest time at the front end of process with our client’s leadership team or stakeholders to consult, understand the opportunity inherent within the role, business need, map and agree timescales with supporting delivery plan well in advance of conducting the search.

All candidates both active and passive (head-hunted) can expect full and professional engagement from the Executive Search team in addition a timely, thorough and engaging recruitment process from a committed employer that seeks to secure ‘cream of the crop’ from a busy and noisy candidate market.