Vacancy:  VP Global Sales.
Remuneration: Total package approx. £500k GBP pa ( £180k Base / £320k OTE / £100k annual RSU award / Extensive Benefits pack)
Location:  Home based with location preference in either UK or US. 
 
Client:  $1billion annual revenue global Software vendor.  Publicly listed.  Primary solution of Endpoint Protection and Network Security.   Global revenues split between Consumer (90%) and Business (10%).  Consumer division performing strongly returning 10-20% YOY grow for some time.  Business division in single digit % YOY decline for past 2 years.

Background:  Six months previous, a new Global GM (Board level) was appointed internally to oversee the rebuild of the Business division.  As part of that rebuild, it required the creation of a new senior leadership team, including a VP Global Sales.   The new VP Global Sales would inherit a department of 70, including 6x Regional Sales Directors across various international locations.  The Marketing, and Sales Operations functions to report into different leaders.
 
Main objectives for the VP Global Sales:
• Current global sales teams underperforming / lacking motivation.  Review / Restructure / Rebuild global sales team.
• Channel estate too large with high proportion of underperforming partners.  Review / Restructure / Rebuild global Partner estate.
• GTM strategy.  In coordination with VP Marketing, review and remodel the GTM plan, partner model, and end customer profile.
• First year target: 10%+ annual revenue increase. 
• Second year target: 20%+ revenue increase.  
 
Candidate profile required:
· Global / International market coverage
· B2B Software/SaaS industry experience
· Channel/Partner route to market focus
· Exposure to SMB and Mid-Market end customer base.
· Management of significant sized sales teams (40+) across multiple country locations.
· Min revenue responsibility of $50m+
· Track record of ‘turn around / rebuild’.
· Consistent and demonstrable evidence of success / over achievement.
· Personality: Driven, Ambitious, Problem Solver, Collaborative, Builder.

 

Retained Search methodology and service level:
· Support defining the candidate specification and profile.
· Agreement on campaign milestones and deliverables within set timescales.
· Extensive Long-list search activity, including networking with Target Alliance active and passive candidate network.
· Early stage telephone interviews with prospective / target candidates.
· Detailed Face-to-face interviews by Target Alliance with relevant candidates.
· Submission of a recommended Shortlist, containing original CVs plus extensive customised interview notes.
· Arrangement of all interviews and two-way feedback.
· Weekly reporting highlighting all candidates in the process and commentary on each. 
· Weekly campaign review and progress calls.

 

Campaign Performance / Stats:
· Long List: 61 x candidates 
· 67% engagement with candidates on the Long list.
· 25 x pre-screening face-to-face interviews conducted by Target Alliance.
· Shortlist: 6 x candidates
· 6 x 1st stage client interviews (entire shortlist)
· 3 x 2nd client stage
· 2 x 3rd client stage
· 1 x Final client Stage
· 1 x Offer and Acceptance.
 
Timescales achieved:
3 weeks - from client authorisation to delivery of the Shortlist: 
6 weeks - from client authorisation to Offer/Acceptance:

 

Industry leading security for our clients:
Split into three phases WITH DISTINCT DIFFERENCES TO THE MARKET NORM:
Part 1:  Retainer fee.   As standard with Target Alliance, our client was protected by a 100% refund guarantee on the upfront Retainer fee if our Shortlist fails to meet the required specification. 
Part 2:  Shortlist fee.   Our Shortlist’s are acceptable AFTER candidates have interviewed at client 1st stage, and ONLY when inviting candidate/s to 2nd client stage.  This is the true test of a Shortlist’s quality.
Part 3:  Completion fee.  Not when a candidate accepts but when the candidate STARTS.  This ensures we remain highly engaged in managing the candidate process.