CS 7 / How Pomerico Ensured a Successful Succession and Hired the Ideal Service Network Leader

POMERICO GROUP

How Pomerico Ensured a Successful Succession and Hired the Ideal Service Network Leader

A renowned company in the field of transport refrigeration solutions – entrusted Pomerico Group with the recruitment of a Service Network Manager, a strategic leadership position.
After an onboarding period of abo

Project goal

Apex Thermo King – a renowned company in the field of transport refrigeration solutions – entrusted Pomerico Group with the recruitment of a Service Network Manager, a strategic leadership position. After an onboarding period of about 6-8 months, the person hired was to take over the role of Service Director. The project’s objective was to find an experienced manager capable of effectively leading a dispersed network of company service centers and smoothly assuming responsibility for the entire service department as part of the planned succession. This was a demanding assignment, requiring a unique blend of operational expertise and leadership potential within a highly specialized sector.

Key Candidate Requirements

Experience in managing a service network – proven record of supervising multiple branches or service points (preferably in a related industry, such as commercial vehicles or technical equipment).
Ability to implement operational standards – strong competence in establishing and enforcing consistent service procedures across different locations.
Experience in partner cooperation – proven ability to build relationships with external service partners and authorized workshops, as well as key service customers.
Analytical and organizational skills – ability to assess performance metrics (KPIs, costs, efficiency) of subordinate service units and to plan and optimize their operations.

High communication and leadership competencies – strong interpersonal, managerial, and motivational skills necessary to lead service staff in a dynamic environment.

Our Approach

1. Profile Analysis and Competency Matrix Development

At the outset, we worked closely with Apex Thermo King to refine the position requirements and build the profile of the ideal candidate.
We considered both hard criteria (industry experience, technical competencies) and soft leadership qualities, as well as cultural fit with the organization.

This groundwork enabled us to plan the sourcing and selection strategy effectively.

We sought answers to critical questions such as:

Who exactly are we looking for?
Where and how can we find them?
How can we convince them – what are the employer’s competitive advantages?
How should we assess both hard and soft skills to ensure the best match?

2. Recruitment Strategy

Given the specialized nature of the role, we focused on two complementary approaches:

Direct Search – We used a direct search strategy to identify and engage suitable passive candidates on the market – individuals not actively seeking new opportunities but open to discussion if presented with an attractive offer. We targeted experienced managers from the technical service and refrigerated transport sectors across Poland who matched Apex Thermo King’s expectations and career path potential.
Targeted Online Campaigns – In parallel, we launched precisely segmented online campaigns aimed at a narrowly defined group of professionals with relevant industry and managerial experience. Advanced audience targeting ensured the offer reached the right candidates.

3. Candidate Selection

From the pool of identified professionals, we conducted a preliminary selection – reviewing CVs for relevant experience and conducting introductory interviews to assess motivation, career aspirations, and key competencies.

4. Qualification Interviews

The best candidates were invited to participate in multi-stage interviews.
Pomerico conducted in-depth behavioral and technical interviews, followed by meetings between shortlisted candidates and Apex Thermo King’s Management Board.
At this stage, emphasis was placed on evaluating how candidates planned to transition into the Service Director role after the onboarding period.

5. Reference Checks

For finalists, we collected and verified references from previous employers, confirming their achievements in service management, leadership style, and reliability.

6. Implementation Task

At the final stage, shortlisted candidates were given a practical onboarding task: to prepare and present a concept plan for managing the Apex Thermo King service network – including proposals for standardization, quality improvement, and partnership development.
This exercise allowed the management to assess strategic thinking and alignment with the company’s long-term direction.

7. Advisory Role in Final Selection

Pomerico actively supported Apex Thermo King’s management in the final decision-making process, providing objective evaluations and recommendations based on our assessment results.
This ensured the client had a full, data-driven overview of each finalist’s strengths and potential risks.

Outcome

The project was successfully completed within the planned timeframe.

The client hired a candidate who met all position requirements.

The new Service Network Manager quickly integrated into the organization, demonstrating effective management and process improvement initiatives from the outset.

After approximately six months, in line with the succession plan, he officially assumed the position of Service Director.

Through this structured transition, Apex Thermo King achieved a smooth leadership succession without any disruption to service operations.

By hiring the right person, the company gained an experienced leader who immediately elevated service quality and operational efficiency across the network.

Importantly, the recruitment process was conducted efficiently and discreetly – from launch to candidate acceptance in a short period – allowing Apex Thermo King to secure this strategic role promptly.

Conclusions

Effectiveness of a personalized approach:
A carefully planned recruitment strategy, combining direct search and multi-dimensional candidate assessment, enabled the successful placement of a highly specialized leadership role.
The Apex Thermo King case proves that even with demanding requirements and a niche talent pool, the right candidate can be found through data-driven, proactive methods.
Value of recruitment advisory:
Pomerico’s end-to-end involvement – from profile definition to final selection – ensured an objective, high-quality process. Acting as a trusted advisory partner, we helped the client make an informed, low-risk hiring decision.

Importance of succession planning:
Integrating recruitment with a planned succession model (promotion within ~6 months) proved highly effective.
The new manager had sufficient time to integrate, build relationships, and take over responsibilities gradually, ensuring business continuity and sustainable development within the service department.