RFC began by developing a through understanding of CBM, its vision, corporate objectives, processes and staff. We met with the chairperson and other board members in order to review the current structures and process. RFC also reviewed the competitive landscape using its experience and contacts in the relevant corporate and not for profit organisations.
The findings of our context report suggested that the recession had placed a focus on fundraising and driven the pace of market evolution to a level seen largely outside of Ireland and more akin to the UK and USA. The impact of which was to completely change to the skill set required by the incoming CEO vis a vis the outgoing one.
RFC prepared a recruitment strategy report based on the findings. This report included a job and person specification, remuneration profile and sourcing and selection strategy. This was then agreed at board level.
RFC researched the entire Irish not for profit sector along with some of the UK and relevant corporate firms to prepare a target or long list of 100+ targets. Once this was reviewed with CBM the short listing and initial interview selection process was conducted by RFC. This yielded a shortlist of four for first interview.