The client context
A long-standing client was preparing for a major shift in their IT function. Their VP of IT had contributed tremendously over the years and excelled in maintaining stability, but the organization was now facing significant transformation. To lead that change, they needed a different profile — someone with the skill set, mindset, and experience to move the organization forward.
Given the sensitivity of the situation and the visibility of the role, the client needed to be confident in their next steps. They wanted a clear picture of the external talent market, compensation expectations, and how the role should evolve to support the organization’s future — all before deciding whether to initiate a leadership transition.
The challenge
The organization was at an inflection point. Their long-standing VP of IT was highly respected, trusted, and had contributed meaningfully for many years. This meant that any potential leadership change had to be handled with exceptional care. At the same time, the business was entering a period of significant transformation, and leaders needed clarity on what the role should become and the caliber of talent required to lead that next chapter.
Before taking any action, the organization needed a clear picture of what “next-chapter leadership” looked like: how external talent compared, what the market was paying, how the mandate needed to evolve, and how to structure an approach that honoured the incumbent’s contributions while maintaining trust.
This wasn’t just an executive search. It was a sensitive, high-stakes decision that required objective insight, discretion, and a roadmap that protected both the organization and the current VP.
The solution
1. Redefining the role for the organization’s future
We worked closely with the leadership team to reshape the role around the company’s strategic direction. Together, we clarified the new mandate, the leadership capabilities required, what the ideal next-generation IT leader would look like, and what success should be in the first 12–18 months. This alignment ensured everyone was working from the same blueprint before looking externally.
2. A confidential market scan grounded in real data
With the role defined, we completed a confidential market assessment to give the client an objective view of the landscape. We evaluated talent availability, benchmarked compensation, reviewed comparable VP-level profiles, and outlined practical timelines and constraints.
We also presented an alternative path: reduce scope and hire a high-potential Director on a VP-track, while reallocating select responsibilities to an existing senior leader. This option created a more feasible plan against budget realities without compromising outcomes.
3. Alignment and a respectful transition plan
Armed with objective data and multiple viable scenarios, the leadership team engaged in thoughtful internal discussions. This allowed them to align on the timing, structure, and messaging around the change — including how and when to involve the incumbent in a way that preserved dignity, and transparency. Only once leadership reached full alignment did the search begin.
The results
With a clear role definition, market insights, and a respectful transition plan in place, the organization was able to move forward with confidence. Leadership aligned around the right structure and expectations for the new role, while ensuring the incumbent experienced an honourable and well-managed transition.
The search that followed was targeted and efficient. With clarity on scope, competencies, and budget, we identified and placed a high-potential Director-level candidate prepared to step into a VP mandate and bring the transformation leadership the business needed.
The transition was well-received across the organization, and the new leader quickly built momentum—strengthening relationships, driving strategic initiatives, and injecting fresh energy into the IT function. Leadership noted an immediate improvement in alignment and forward progress.
Most importantly, trust was fully preserved:
- The outgoing VP experienced a respectful, transparent transition.
- Leaders felt supported and unified throughout the process.
- The organization gained a future-ready IT leader equipped to guide meaningful change.
This combination of strategic advisory, market intelligence, and careful execution enabled the organization to navigate a highly sensitive leadership shift with clarity and integrity — and ultimately secure the right leader for what comes next.
