A second attempt at a role that had already failed once.
The previous appointment hadn't worked out, and the organisation couldn't afford to get it wrong twice. The role was niche, the candidate pool was narrow, and confidence in the process was understandably low.
The brief to K2 was to fill it once, properly — with the reasoning to show why this hire would stick where the last one hadn't.
Targeted mapping against what the role actually needed.
We went back to what predicts success in this specific role, mapped the narrow market against it, and assessed every candidate through the same recorded, structured framework — so the appointment rested on evidence, not hope.
- 01
Mapped the market & calibrated competencies
Re-defined what "right" looked like after the first attempt, so the search measured the things that had been missed.
- 02
Recorded, structured interviews
Every candidate met the same framework, recorded with consent, so the assessment was consistent and defensible.
- 03
Competency-mapped reports
The recommendation came as evidence the organisation could trust — not a CV with a covering note.
- 04
Mid-campaign calibration checkpoint
We paused to recalibrate against what the search was teaching us, and kept the brief grounded in the narrow market.
"After the first hire didn't work, we needed certainty. Kerry gave us the reasoning, and this time it stuck."
Filled once, and filled right.
The role was filled with a single appointment that held — no re-hire, no repeat brief — and the organisation got there on a fixed fee agreed before the search began.
