Navigating a Mid-Search Redefinition

Challenge

We were engaged by a global food ingredient manufacturing company to recruit a Director of Innovation for its North American operations. The company was expanding its footprint in the region and sought an individual who could serve as a technical and commercial bridge between R&D teams and strategic customers. The initial scope focused on candidates with strong food science or chemistry backgrounds, hands-on formulation experience, and the ability to collaborate directly with customers on innovation projects. The role was positioned as a key player in driving application development and customer-centric innovation at the regional level.

We launched the search and quickly generated traction, engaging a strong shortlist of qualified candidates. Several interviews were underway and two finalists were being prepared for final presentations. Midway through this process, however, there was a leadership change within the client’s global executive team. As part of this transition, the definition of the role shifted significantly. The new leadership saw this role not only as a regional technical function but as a more strategic and global-facing innovation leader. The updated expectations included building global innovation platforms, leading cross-functional initiatives, and reporting directly to the global CTO.

This abrupt change posed several risks. The candidates had been introduced to a clearly defined scope, and were being evaluated against criteria that no longer applied. The talent profile required for the new version of the role was different from the one we had initially targeted. In addition, there was a risk of confusing the market, losing candidate trust, and ultimately stalling momentum.

Solution

Our first step was to work closely with the client’s new leadership to align on the redefined role. We facilitated internal discussions to clarify expectations, reporting lines, geographic flexibility, and what success would look like in the revised context. Once we had a solid foundation, we updated the position briefing and internal messaging materials to reflect the new strategic scope.

We reengaged all active candidates to explain the change with full transparency. Some were no longer a fit or chose to step back, but a few remained intrigued by the expanded global scope. We recalibrated our search strategy to prioritize candidates with innovation leadership experience in global matrix organizations, ideally with a blend of technical expertise and high-level strategic influence. In parallel, we advised the client to allow for more flexibility in location and structure, which broadened the talent pool and made the role more attractive to senior candidates.

Despite the unexpected shift, we ensured that our market messaging remained consistent and professional. We maintained active communication with candidates and worked to reinforce the client’s commitment to innovation and long-term growth.

Outcome

Within four weeks of relaunching the search, we presented a refreshed shortlist of candidates who met the new requirements. The client ultimately hired a senior innovation executive with a strong record of global program leadership, customer collaboration, and cross-functional influence. The candidate had previously launched global platforms across multiple regions and was accustomed to working closely with senior leadership on long-term strategy.

While mid-search changes can derail momentum, our ability to adapt quickly, reframe the opportunity with clarity, and retain candidate trust enabled us to deliver a successful outcome. This case illustrates how our partnership approach helps clients remain agile and focused, even when business needs evolve. It also reinforces the importance of consistency in messaging and proactive communication to maintain credibility with top-tier talent.