Case Study for Energy Transition & Infrastructure Team
Case Study for Infrastructure & Energy Transition
Written by: Hugo Clark
Our client is a world-leading independent long-term investor, developer and manager of large, complex infrastructure projects. The firm now operates across Australia, North America & Asia, with < 75 assets under management worth more than $50 billion.
The firm specialises in PPP greenfield development, across infrastructure asset classes, with a core focus on social infrastructure & civil projects, with interest to expand into renewables and energy transition sectors. Their philosophy is to adopt a holistic approach to delivering projects that embraces finance, design and construction, commercial development, asset management and operations.
Due to current market conditions, the time was right for the firm to expand into Europe. The market had been consolidated with limited competitors, and there are areas of under investment, which means there is pressure on governments to meet infrastructure investment demands. The client therefore needed to make their first senior-level hire to establish and help lead the expansion of the European strategy. This challenge for this search was three-fold.
First, the client needed to source candidates with the right technical skillset & expertise for PPP style project finance transactions, who specialised in greenfield development, and had experience in managing projects from construction through to operation.
Secondly, the client has a great global brand name but is less well-known in Europe, so would be competing against more established businesses for talent in a highly competitive market. Our client therefore needed a strong value proposition & story to attract top-tier candidates.
Finally, whilst having the right skillset was of course important, candidates having the right cultural fit was key. Supporting the growth of a business from the ground up is not for everyone. Candidates needed to be ambitious, taking ownership and initiative, and demonstrating a desire to get ‘stuck in’. They would therefore be a self-starter, demonstrating entrepreneurial characteristics and working well in lean team environments.
The platforms’ CEO had heard of Armstrong through industry peers who praised the firms’ holistic approach to talent acquisition, value creation, and diversity. Focused on people as the driving force behind strategy and growth, we’ve forged lasting relationships, adding significant value to clients in revenue, profitability, and long term success.
What differentiated Armstrong for this mandate was our specialisation as talent purveyors. This unique approach sets us apart from traditional consultants. We only partner with a select handful of clients, working with them on a repeated basis, focusing on highly strategic initiatives to provide a comprehensive suite of services.
Our approach leads to intimate career management relationships with the most outstanding talent in each market. This in turn give us an understanding of what goes on ‘behind the scenes’ in the various energy transition equity investment teams. We can see the bigger picture across the sector, giving us an advantage when persuading candidates to take a new opportunity seriously. This gives our clients unprecedented access to the top in class talent. To solve our client’s talent problem, we developed a tailored three-step talent strategy to meet the clients’ needs:
In-Depth Client Understanding: We began by immersing ourselves in the clients’ strategic goals, company culture, and specific role requirements. Through meetings with key stakeholders, we developed a comprehensive understanding of the firm’s needs and what type of profile would best fit this role.
Through this process, we were able to advise our client on the challenges we would come up against in the market, and how to make this role attractive to potential candidates.
Targeted Market Mapping and Talent Sourcing: Using Armstrong’s extensive network and industry connections, we mapped out the talent landscape to identify potential candidates with the necessary technical expertise. We were then able to conduct reference calls (keeping the client’s name anonymous to minimise market rumours) to understand whether the candidates had the right cultural alignment.
Proactive Candidate Engagement and Branding: To attract top talent, we crafted our clients’ story & value proposition in way to get candidates excited, emphasising their mission-driven approach and unique market position.
Most candidates are happy in their current role and are not actively looking to move. We pride ourselves in having longstanding relationships with people who trust us. This gives us an edge as they are more willing to listen to opportunities, even if they aren’t actively looking to move.
Armstrong International’s strategic execution was crucial to successfully filling the role within a 3 month period. Our approach went beyond just finding candidates with the right technical expertise; it also focused heavily on identifying individuals who would thrive in the clients’ entrepreneurial and collaborative work environment.
Emphasis on Cultural Fit: The clients’ small, dynamic team required candidates who could work independently yet collaborate effectively. We prioritized individuals who had a track record of success in smaller firms and/or demonstrated entrepreneurial mindsets.
This approach ensured that new hires would be comfortable taking initiative, making decisions in a fast-paced environment, and contributing to the firm’s strategic direction.
Rigorous Screening Process: Candidates were subjected to a multi-step screening process that included behavioural interviews and scenario-based assessments designed to gauge not only technical acumen but also cultural compatibility.
Collaboration with Leadership: Throughout the recruitment process, we maintained open communication with our clients’ leadership team, providing regular updates and incorporating their feedback into our candidate evaluations.
Personalized Onboarding and Engagement: Once candidates were selected, we assisted with offer negotiations and onboarding, emphasizing the clients’ core values and long-term vision.
This personalised approach helped secure commitments from high-calibre professionals who might have otherwise been drawn to better-known firms. Armstrong’s tailored and hands-on talent approach ensured that the successful candidate was the right fit for this role.
Since joining, this person has successfully originated our clients’ first ever European transaction, adding significant value to our client in revenue, profitability, and long-term success. Our partnership with the clients’ leadership team has laid the groundwork for ongoing collaboration as they continue to expand in Europe.
