Fueling Growth at Gulfstream Aerospace:
Placing a Strategic Director of Business Development
Client:
Gulfstream Aerospace is an American manufacturer of high-end business jets. A subsidiary of General Dynamics since 1999, the company is headquartered in Savannah, Georgia, and is a globally recognized leader in business aviation.
Industry:
Aviation
Position Hired:
Director of Business Development
Search Duration:
31 days
Gulfstream Aerospace, a world leader in technologically advanced business jets, sought to appoint a new Director of Business Development.
This critical role required more than just a sales leader; it demanded a strategist with deep expertise in the aerospace and defense sectors, capable of navigating long sales cycles and securing high-value contracts with government agencies and top-tier corporate clients.
The ideal candidate needed to drive significant revenue growth while upholding Gulfstream's legacy of innovation and excellence.
Our Process: A Precision-Guided Search
We initiated a confidential executive search focused on a select pool of passive candidates within the competitive aerospace industry. Our methodology prioritized identifying leaders who not only had a proven record of exceeding sales targets but also possessed the strategic acumen to analyze market trends and build lasting C-suite relationships. Each candidate was rigorously vetted for their experience with complex OEM procurement cycles and their ability to develop and execute sophisticated business development strategies.
The Outcome: A Leader Cleared for Takeoff
We successfully placed a Director of Business Development whose experience was perfectly aligned with Gulfstream's strategic objectives. The selected executive brought over a decade of targeted aerospace sales experience and a robust network of key industry contacts. Their appointment provided Gulfstream with a leader equipped to secure new programs, drive revenue, and reinforce the company's position at the pinnacle of business aviation.
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Guiding a $500M Family-Owned Food Company Through a Pivotal Leadership Transition
Client:
Family owned food manufacturer based in North America with international footprint.
Industry:
Food & Beverage
Position Hired:
President
Search Duration:
67 days
Candidates Interviewed:
81
Candidates Presented:
5
Candidates Onsite:
3
Our client was a highly respected, family-owned food company in California with revenues of $500 million.
As the founding family began planning for their retirement, they faced the critical task of finding a new leader to steward their legacy and drive future growth. The central question was one of immense strategic importance: should they hire a President or a Chief Executive Officer? This decision would define the company's leadership structure and the nature of the transition for years to come.
Our Strategic Counsel: Partnership Over Prestige
As one of several executive search firms invited to consult on the engagement, we immediately recognized the nuance of the situation. While other firms advocated for a CEO search, a title that carries significant prestige, we advised a different path. We recommended a search for a President. Our counsel was based on a deep understanding of family-owned business dynamics and effective succession planning. A President could integrate into the company and learn the unique culture under the family's guidance, allowing for a stable and collaborative transition.
This approach prioritized the company's long-term health over the short-term allure of a high-profile CEO placement. We believed our role was to provide honest, strategic advice that served the client's best interests, not to secure a placement that simply looked good on our own roster. This commitment to integrity became the foundation of our partnership.
The Process: A Transparent and Immersive Search
To truly understand the ideal candidate profile, we immersed ourselves in the company's world. We visited the family's ranch and toured the production facilities to gain firsthand insight into the company's culture and the day-to-day realities of the leadership role. Our execution was defined by speed, transparency, and constant communication:
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We launched the search and, within 15 days, had identified and engaged five highly qualified candidates.
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Clients were given access to a secure, web-based portal, allowing them to view candidate backgrounds, our notes, and real-time progress 24/7.
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We hosted weekly update calls with the family to ensure full alignment and discuss the nuances of the candidate pool.
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By day 21, we had presented a refined slate of four exceptional candidates for the family to interview.
The Outcome: A Successful Placement and a Secure Future
Our structured and collaborative process ensured steady momentum. Top candidates were meeting with the client onsite by day 30, and a formal offer was presented and accepted by day 45.
The search concluded with the successful placement of a President who not only possessed the requisite skills and experience but was also a perfect cultural fit, ready to honor the company's legacy while leading it into its next chapter.