Recruiting a Production Director in the Wood Industry
Project Overview
A well-established company in the wood processing industry was searching for a Production Director to oversee operations and optimize production processes. Due to a shift in business strategy, they needed a leader who could improve efficiency, implement lean practices, and manage a diverse team in a fast-moving environment.
The challenge? The company was located in an industrial zone outside a mid-sized city, limiting the local talent pool. The role required strong industry experience, but the available candidates either lacked leadership skills or were not willing to relocate.
The Challenge
Finding the right fit was difficult for several reasons:
- Limited candidate pool – There were few professionals in the region with both technical expertise in wood processing and leadership experience in a production environment.
- Relocation barriers – Many skilled professionals were based in larger cities, and the company’s offer, while competitive, was not attractive enough to make relocation an easy decision.
- Internal transition difficulties – Promoting from within was not an option, as no one in the current team had the leadership skills required for the role.
Our Approach
1. Understanding the Needs
We met with the client to fully understand their business, production challenges, and leadership expectations. Together, we defined:
– The must-have skills, including experience in industrial production and knowledge of process optimization.
– The leadership competencies required, ensuring the candidate could manage operations, teams, and logistics effectively.
– The market limitations, identifying alternative talent sources.
2. Expanding the Talent Pool
Since local options were limited, we broadened our search beyond the immediate region, using a mix of:
- Direct approach – We targeted candidates working in similar industries (wood processing, furniture manufacturing, construction materials) within a 100 km radius.
- Industry networking – We leveraged our connections in the sector, including professionals previously placed in similar roles.
- Strategic job promotion – We posted the role on our site and industry-specific job boards, but 90% of our search was direct headhunting, as top professionals rarely apply through ads.
3. Candidate Selection
In just two weeks, we identified three strong candidates:
– One was currently a Production Director at a competitor but was hesitant about changing roles.
– One was a Plant Manager with relevant experience but needed strong incentives to relocate.
– One was a Senior Production Engineer with deep industry knowledge and leadership potential but had never officially held a director role.
Since leadership was a key factor, we conducted competency-based interviews focusing on how each candidate had handled previous challenges—such as improving production efficiency, reducing waste, and managing teams.
4. Final Interview & Decision
After internal interviews with the client, they chose to move forward with the Senior Production Engineer, despite the lack of previous director experience. The candidate demonstrated a strong strategic mindset and hands-on leadership, and with the right support, they had the potential to step into the role successfully.
5. Backup Plan
Had we not found a suitable candidate, we were ready to:
- Expand the search nationally to find experienced directors willing to relocate.
- Propose an interim external consultant to manage operations while continuing the search.
Outcome & Success Factors
In just four weeks, we:
– Identified and engaged relevant candidates despite a limited talent pool
– Conducted in-depth interviews to evaluate leadership potential
– Helped the company hire a strong candidate who remains in the role today
This recruitment was a success because the client was open to potential rather than just experience, and we ensured a thorough selection process to assess leadership capabilities. Sometimes, the right leader is someone who just needs the opportunity to step UP.
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