按需和临时管理人员

临时人才助您成功

我们的高管临时团队擅长以结果为导向的方法来解决战略、领导力和转型方面的问题。

与我们的专家交流

何时选择临时和兼职人才

危重保障

  • 计划外离开
  • 缺乏带宽
  • 缺乏领域中小企业

推动长期变革

  • 交付具体项目
  • 需要有执业医师经验
  • 协调多个转型计划

短期咨询

  • 解决紧迫的业务问题
  • 市场研究与分析
  • 审查关键业务职能

为什么选择我们为您提供临时领导？

我们的差异

我们数十年的经验赋予了我们独特的视角，使我们能够帮助高层领导克服当前的挑战，释放他们未来的潜力。

我们的价值观

我们的公司价值观是我们所做的每一件事和每一次互动的基础。这些价值观包括信任、包容、人道和卓越。

我们的客户

我们的临时高管寻聘客户包括大型金融机构、投资管理公司、国际银行、咨询和专业服务公司以及初创科技公司。

作为谢菲尔德-海沃氏临时高管寻聘业务的常务董事，我很自豪能够领导一支由杰出专业人士组成的团队，为客户提供变革性的解决方案。我们深知，当今的企业面临着不断变化的挑战，而我们的承诺就是提供能够推动企业持续成功并促进创新的灵活高级管理人员。在谢菲尔德-海沃氏，我们追求卓越的敬业精神和无与伦比的专业技能，使我们成为企业信赖的首选合作伙伴，帮助他们充满信心地驾驭变革，实现战略目标。

阿德里安-雨果

临时解决方案常务董事

案例研究

了解我们为客户量身定制的解决方案如何帮助客户化挑战为成功。

在 8 个月内全面更换保险经纪系统

英国一家保险经纪公司需要在 FCA 规定的 8 个月期限内实施一个新的 IT 经纪平台，以取代所有现有系统。

谢菲尔德-海沃氏为客户提供了一名临时转型总监和一个由 8 名变革顾问组成的临时团队。这些临时人员按时将 150 万客户迁移到新平台上，并在 18 个月内将同类 IT 成本降低了 50%。

提高亚太地区金融服务公司的性别多样性

一家大型金融服务机构的高级管理团队希望在其亚洲股票职能部门内建立健全的多元化战略 ，但内部缺乏所需的市场知识。

谢菲尔德-海沃氏提供了一名临时专家，对市场和竞争对手进行了深入研究，并提出了短期、中期和长期建议。客户利用这些建议满足了其在该地区的即时招聘需求，同时还建立了未来性别多元化人才的渠道。

代表性约定范例

CASE NOTE 01 | STRATEGY CONSULTING AND AI ADVISORY

Building an AI advisory practice for a global strategy consulting firm

Client: Global strategy consulting firm, name redacted.  

 Status: Confidential.

Context

Retained to help build the firm’s new AI advisory practice, a strategic growth priority. The mandate anchors the capability with senior product leadership.

Challenge

The brief pairs applied AI and software product depth with a record of originating and selling complex senior advisory work. Appointees have to operate credibly with chief product, technology and data officers, and with private equity technology teams.

Approach.

Built on a 12-month partnership with the firm, working as a retained search partner across the practice. We source senior product leaders who bridge applied AI, software product and advisory sales.

Outcome

Four senior appointments completed and three further appointments in progress, alongside more than 500 management consulting hires delivered across the practice.

Results

Senior appointments completed
0
Further appointments in progress
0
Consulting hires across the practice
0 +
Partnership length
0 months

CASE NOTE 02 | CONSULTING AND DIVERSITY

A five-year programme to build a female partner pipeline

Client: Global professional services firm (Big Four), name redacted.

 Status: Confidential.

Context

Over five years we ran a series of executive searches and pipelines to build lasting engagement with senior female talent across the firm’s UK and Middle East practices.

Approach.

Success depended on the client giving additional time to engage female talent, flexibility on traditional career-path criteria, a supportive interview process with diverse interviewers and sponsors, and candidate access to senior leaders.

Outcome

Of 23 Partner appointments made since 2018, 65 per cent were female.

Results

Partner appointments since 2018
0
Female
0 %
Programme length
0 years

CASE NOTE 03 | TECHNOLOGY AND DIGITAL, DIVERSITY

Appointing female SAP leaders across EMEA

Client : Global technology and consulting firm, name redacted.  

 Status: Confidential.

Context

An EMEA-wide engagement in 2023 and 2024 to appoint female SAP leaders in finance and supply chain transformation.

Approach.

We mapped 143 female partner-level targets in SAP consulting across the region.

Outcome

Two female Partner appointments: an SAP Centre of Expertise Partner for Denmark, and a pan-European SAP market Partner.

Results

Female partner-level targets mapped
0
Female Partner appointments
0

EMEA

Region

CASE NOTE 04 | STRATEGY CONSULTING AND DIVERSITY

A global pipeline to diversify a regional consulting team

Client: Global management consulting firm (MBB), name redacted. 

 Status: Confidential.

Context

The firm set out to improve diversity in its Middle East consulting team at Partner-1 and Partner-2 levels. Regional diverse talent was scarce, so we recommended a global pipeline of candidates open to relocation.

Approach.

We searched Tier 1 and Tier 2 strategy firms and industry candidates with strategy backgrounds, built three pipelines by availability to relocate, and approached 13 per cent more female targets to balance the outcome.

Outcome

Every individual hired from the pipeline was gender diverse.

Results

Pipelines built
0
Additional female targets approached
0 %
Gender diverse hires from pipeline
0 %

CASE NOTE 05 | BUSINESS SERVICES, PRIVATE EQUITY BACKED

Executive talent partner through a year of transformation

Client: Global data and information services firm (PE-backed), name redacted.  

 Status: Confidential.

Context

Following private equity investment, this data and information services business appointed us as its executive talent partner for a year, supporting all senior hires through an accelerated transformation.

Approach.

A dedicated, account-managed team ran multi-geography searches across the Americas and Europe, with a gender-balanced senior team set as a defined metric and clear expectations on both sides to keep pace.

Outcome

33 appointments in 12 months, at a 52 per cent female and 48 per cent male balance, supporting the investor’s transformation of the business.

Results

Appointments in 12 months
0
Gender balance
0 % female
Engagement length
0 months

CASE NOTE 06 | STRATEGY AND OPERATIONS, PRIVATE EQUITY BACKED, CAPABILITY BUILD

A three-year build for a private equity backed consultancy

Client: UK strategy and operations consultancy (PE-backed), name redacted.

 Status: Confidential.

Context

With private equity funding in place, the firm wanted rapid growth without lowering its talent bar. We were engaged on a three-year programme.

Approach.

A dedicated, account-managed team delivered across multiple mandates: building Digital, Aerospace and Defence, and People and Change service lines, alongside a consistent senior pipeline.

Outcome

Over 60 senior hires. Partner-level gender diversity rose from 4 per cent to 20 per cent, including female Partners and Directors in new sectors: Defence, Energy, Transport and Aerospace.

Results

Senior hires (3 yrs)
0 +

4% to 20%

Partner gender diversity

New service lines built
0

CASE NOTE 07 | STRATEGY AND DATA ANALYTICS, CAPABILITY BUILD

Accelerated service line builds across ASEAN

Client: Global professional services firm (Big Four), name redacted.

 Status: Confidential.

Context

The firm set out to accelerate its Strategy service line in ASEAN, a global growth priority, with the ambition to quadruple the practice over four years through multiple Partner hires and team lifts. A parallel programme grew its Data and Analytics practice in the region.

Approach.

A dedicated, account-managed regional team gave the programme ongoing momentum. The task was to convince top talent, including MBB Partners, to consider the firm as a destination for strategy work, working closely with sponsoring Partners to land preferred candidates. For Data and Analytics, we appointed a regional lead Partner first, then country Partners across Singapore, Malaysia and Indonesia.

Outcome

12 Partners appointed across Singapore, Indonesia and Malaysia, including a three-Partner team lift from an MBB firm, spanning restructuring and turnaround, consumer goods and retail, life sciences and healthcare, government and public sector, TMT, digital strategy and operations strategy. A follow-on engagement in MENA delivered four further Partner appointments across the UAE and Saudi Arabia.

Results

Partners appointed (ASEAN)
0
Team lift from an MBB firm
0 Partners
Follow-on appointments (MENA)
0

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