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    "There are many Interim providers and, in my experience, Osprey Clarke is unique….

    Not all providers take quite so much care as Osprey Clarke. "

     

    Group HR Director - Major Utility Company

     

     

     

     

     

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    WHY NOT LEASE AN EXECUTIVE?

    1

    Businesses understand and utilise leasing options as they offer advantageous business opportunities.

    2

    Why not apply the same considerations when looking for candidates to enhance your senior management team?

    3

    Executive leasing injects appropriately skilled,

    independent individuals, offering the following benefits

  • Why partner with us

    With over 20 years experience.....

    ...at Senior Management and Executive Level we provide professional interims with reputations for delivering results. It is their skills and abilities that benefits the organisations that we partner with.

    We are connected to professional interims...

    who always achieve set expectations. We deliver mission critical assignments requiring candidates with gravitas, specialist knowledge and highly developed expertise, ensuring a superior outcome for our clients.

    We provide leaders in change........

    ...transformation, project and functional specialists. We work with a known pool of talent, and move at pace, often placing interims within days and in extreme circumstances sometimes hours.

     

    We have a generalist approach......

    ....to sector and functional needs. The best candidate on paper is not always the best solution. We meet interims across all functions, capabilities and sectors and are creative in presenting candidates. who may challenge perceptions

    Institute of Interim Management

    Gold Service Providers

    Osprey Clarke have been accredited as Gold Service Providers by the Institute of Interim Management

  • How we add value

    Client Briefing

    We do not simply take a brief!

    As experts in our field, it is incumbent on us to challenge the requirements and assumptions that our clients often have. The brief confirms our understanding of the assignment and is taken at Partner level.

    Candidate Selection

    A portfolio of stellar candidates.........

    ...which has been built over two decades. We know we provide interim professionals who we trust can deliver on every occasion. Each is previously met and fully briefed. All data is maintained through "Not Active Looking"

    Candidate Contact

    We follow a strict contact process with new candidates.

    Only a Partner can vet new entrants to our portfolio with a detailed meeting to validate ability. We build an in-depth knowledge and understanding of what makes these individuals successful. For assignment briefings.

    Confidentiality

    We adhere to a strict confidentiality policy

    Our client will often meet interims off site. Our brief and our on-going discussions, will only reveal facts, as instructed by the client. Interims respect confidentiality and tend to have more interest in the role.

    Candidate Placement

    On agreement of assignment.....

    ...... we manage all contractual matters with both parties. The interim presents a Service Contract referring to their Limited Company. Partner contact is maintained throughout the assignment to the point where an end of role review is held with both parties

  • Steve Dengel

    Managing Partner

     

    Steve has been an industry leading Interim Provider since the mid 1990’s. Rated a leading provider of interim services by the Institute of Interim Management.

     

    He offers expert advice by identifying the right interim solution for businesses short of capable leadership or needed internal expertise.

     

    Steve has previously worked with two of the UK's leading interim providers and has been instrumental in their successful sale to larger specialist recruiting Groups. He developed his consultancy skills via senior Sales and Marketing roles within B2B Services companies including Initial, Sketchley, The Sunlight Service Group and Hays, where he predominantly led Business Development and National Accounts teams.

    stevedengel@ospreyclarke.com

     

    Michael Herst & David Goldstone

    Client Partners

    Michael has been a Partner for over ten years with particular focus on infrastructure, transportation and logistics. He currently serves as Chairman of Penrhyn International and is proud to be a trustee of Haven House Children's Hospice.
    michaelherst@ospreyclarke.com

    David has over 25 years of experience acting for a broad range of clients from major international corporations to private equity backed ventures. Pro bono activity includes extensive board level recruitment within the charity sector and consultancy work in employment accessibility for minority groups. davidgoldstone@ospreyclarke.com

     

  • Client Information

    A client should expect an interim to do the job as specified, but additionally be on hand to advise, guide, mentor and deliver ‘value added’ legacies

  • Being a professional interim is a career statement

    .... not just a ‘gap fill’ opportunity. Suitable individuals make conscious decisions to leave corporate life to take up a career as an interim. They rarely fall into their assignments, they have to work hard for them! Interim candidates, all have astounding CV’s, but what does good look like?

  • Market Feedback

    Group HR Director

    Major Utility Company

    "There are many Interim providers and, in my experience, Osprey Clarke is unique. I always feel that they take the time to fully understand the need of the client and I know that when they suggest candidates to me, they have fully researched them for best fit and I can be confident that not only will they do the job, but that they will fit in with the culture of the organisation. Not all providers take quite so much care as Osprey Clarke."

    Human Resources Director 

    Global IT Services Company

    "I have known Steve for 10 years both at Osprey Clarke and at his previous firm. In reviewing potential interim executive candidates, I always had a good breadth of options from where to select the one that was best suited for the project and the culture of our company. Steve and his team listen to the needs of the client and produce a diverse list of candidate profiles. Response times matter when it comes to filling temporary senior roles, and I have always found Steve very responsive in addressing my requests for information and support."

    Senior Vice President

    Global FM Company

    "Osprey Clarke Know the market segments very well and have a good contact list of potential high calibre professionals both in the UK and worldwide. They are very agile in searches and offer a personal service to quickly find suitable candidates"

    CEO

    Global Travel/Leisure Company

    "Steve spends the time and energy to have a rigorous understanding of the client - not just the roles but the culture and the relationships needed. This is about finding the right person not just a person. And therefore, because Steve has invested so much in the understanding it means he can operate at speed, quickly identifying a candidate pool for the client.

    As a client you are always certain that the list from Steve is of course made up of people who can do the 'job on paper' but they can also do the job in reality in your company. And it gives the client the confidence that if they know you that well, then they must also know the candidates well. I always recommend Steve - he is a diligent, enthusiastic business partner who delivers consistently"

    Interim Group HR Director

    Major Utility Company

    "When Osprey Clarke contacts me with a potential assignment, I know that they have researched the requirements of the role, taken into account the culture of the organisation and looked in detail at best fit. I am confident that when I go for interview I am well placed and qualified to be there, and I feel totally supported by Osprey Clarke during the placement process and then throughout the assignment.

    Interim management can be a little lonely sometimes and Osprey Clarke always ensures that I feel connected."

    Managing Director

    International Utility Business

    "The assignment to place an interim CFO at GdF UK posed a number of challenges: cultural as well as technical’. ‘I think that it is an indication of the skilful way that Steve identified the criteria which would ensure the 'right fit' that the candidate placed was subsequently asked to take over as interim MD".

    Interim Marketing Director

    B2B Services Company

    "I have always greatly valued Steve’s understanding of the workings of the interim market. He has that vital ability of being able to look at an issue, identify what is really important, and then offer excellent, practical advice as to the way forward’Steve's enthusiasm for his work is infectious because he regularly, if inadvertently, makes me want to go the extra mile; very few people have that effect! They say that your personal brand is what people say about you - after you've left the room. In that regard, I know Steve is a pro at what he does, because I've spoken to several of his customers without him being in the room, and they were always happy to eulogise about him’.

    Interim Operations Director​

    Public Sector International Commission

    "Steve is highly professional but with the additional and very distinct advantages of being pro-active, responsive and successful. Quick and effective communications are a simple enough requirement but sadly missing in much of this business - but not with Steve."

    Interim Logistics Director

    FMCG

    "I have known Steve for a number of years and have worked with him in establishing Interim roles for myself. Steve is a thorough professional with a very good view of the business market and community. He tells it as it is, and has always been available to discuss and support me both while I have been in an assignment or looking for my next. I would recommend Steve to anyone either in the interim market, or considering a change in career. Give him a call, he will be a valuable member of your network"

    Interim HR Director

    Leisure Goods Manufacturer

    "Do not mistake Steve's approach with a recruitment agency who dabble in interim - this is "quality in" and "quality out"!

    VP Finance

    Global Consumer Goods Manufacturer and Distributor

    "‘ I have used Steve for over 20 years in a wide variety of senior roles. He always provides a quick and accurate response to the specified interim brief - often candidates within a few days. With his help, I have been able to work through some complex and time constrained problems - in particular organisational change - and add real value to the businesses I have worked for. ‘"

  • Osprey Clarke Group and Partners

    Osprey Clarke Executive Search

    A market leader in executive search, we recruit through sector and functional practice groups at board and senior management levels. Our single focus has always been on the delivery of high quality executive search that is supported by diligent and imaginative research. We carefully managing our client base, we keep 'off limits' organisations to a minimum. We deliver to our client’s shortlists of diverse, talented individuals, by always seeking to challenge the 'obvious choice'

    Osprey Clarke International and Emerging Markets

    This division has a focus on senior management and executive expatriate search throughout the Middle East (GCC), Africa and CIS regions.

    With over 20 years’ experience, we represent a wide range of publicly, family, privately or state-owned companies; academic institutions and non-profit organisations some of whom are considering emerging markets expansion for the first time.
    We advise on typical working practices, package structures and visa requirements and invest significant time ensuring relocation aspects of each search are fully explored.

    Penrhyn International is a leading global network of premier retained executive search firms, with offices in more than 40 cities around the world. Our members provide customised solutions to help organisations identify world-class C-suite professionals.  With member firms in countries across Europe, North and South America, India, Australia and Japan, we have access to local knowledge and expertise, immediately available and easily shared.

     

    Not Actively Looking (NAL) is a CRM system supporting and providing up-to-date information about candidate experience, skillset, current role and ambitions. This is a confidential service which allows the candidate to create a single profile and discreetly connect to Osprey Clarke and other selective interim providers.


    We support individuals to ensure their profiles are completely protected, visible only to their chosen providers.

    We are proud to be an Affiliate member of the Institute of Interim Management who fulfil an excellent role of vigorously promoting the sector, raising awareness of compliance and legislative matters and ensuring the highest levels of quality of interim candidates are maintained. IIM is a unified voice which represents its members and we believe that our commitment to work with the Institute, benefits all parties involved, especially the interims themselves.

  •  

    Our offices are located near to Oxford Circus and Bond Street Tube Stations.

    Osprey Clarke Interim Executives
    38 Queen Anne Street
    London
    W1G 8HZ

    + 44 (0) 207 268 2060

    +44 (0) 7813 021 906
    You can contact us via

    stevedengel@ospreyclarke.com

     

    Information regarding our Data Retention policy can be found here.

     

    For our Privacy Policy here
     

  • Executive Leasing Benefits

    • Contingent service, no upfront or stage payments
    • Flexible financing and contractual options with no prohibitive release clauses
    • Immediate availability
    • Interims over deliver and produce added value
    • Candidates offer relevant industry/product skills or utilise innovative, transferable capabilities
    • “Hands on” practitioners, with specific and relevant experiences not consultants or contractors.
    • The candidate you select, delivers the assignment.
    • Specify strategic or tactical expertise (or both).
    • Ownership, responsibility and accountability delivering sustainable solutions and creating lasting legacies.
    • Individuals generate their own exit strategy and won’t overstay their welcome

  • General Information regarding the Interim Profession

    Contractor v Consultant v Interim – The real difference

    There is much debate as to what description should be given to these 3 types of independent practitioners.
    These are basic definitions, but it does keep it simple:
    Contractor, delivery only, operationally focused with no strategic input
    Consultant, strategic only, blue sky thinking and guidance, but not an experienced hands-on practitioner and cannot present activity and outputs
    Interim, hands on, senior, both strategic and tactical. Learnt their skills on the job and implements solutions through past experiences

    How to get cast-iron certainty in business-critical projects:

    A quick strategy for success

    Business-critical projects are increasingly designed, led and run using high-calibre interim executives. It’s partly because the web, and sites like LinkedIn, makes identifying credible-looking, experienced executives easier than ever.
    But in truth, certainty of outcome is as elusive as ever. How can you raise your chances of success, while also lowering the associated risks? More specifically, how do you spot the imposters - what we call the fake interims and their agents?
     
    In this short article, we are offering some answers. It’s based on the knowledge we've accumulated over 20 years as a specialist provider of senior-level, professional interim executives.
     

    The profile of a good interim

    A good interim is an independent, senior, seasoned, experienced corporate player, who has risen to be at the top of his game. Promoting hard work, application of hands on skills, knowledge, intuition, innovation and personal drive.
    Frustrated by Corporate politics and the distractions of BAU, they take the core elements of what they have enjoyed and were successful at and offer these talents to companies needing external skills to manage a function, project or business imperative.
    They are supremely talented, confident and excellent at what they do

    The "cost v value" debate
     

    It cannot be hidden that interim management is a premium product, but one that delivers quantifiable results, fast.
    Every buyer looks at the cost of employing an interim, but they should be looking at the value of not utilising one!
    The choice is simple:
    Use traditional resourcing methods to deliver within a tightly costed and confining environment
    OR
    Utilise an interim to achieve outstanding results and value-added returns
     
    Remember that interims are:
    • Immediately available
    • Sensibly overqualified
    • Change/transformation focused
    • Not just between jobs, they are professional interims
    • Charged on a daily basis, you do not pay for:
    • Recruitment/firing costs
    • NI
    • Private medical cover
    • Cars or allowances
    • Sick/holiday leave/ Days not worked
    • Termination fees
  • What an Interim can deliver

    Interims are always sensibly overqualified, possessing skills that may not be required. However, those
    not specified will always be available, if required.
    Interims are independent and report directly to the client, not Osprey Clarke.
    A client should expect an interim to do the job as specified, but additionally be on hand to advise, guide,
    mentor and deliver ‘value added’ legacies.
    No matter how detailed the brief is, changes may occur during validation.
    Diversions can be by design or by surprise, but interims are capable of managing these unknowns!
    Interims can take on roles that require:
    • functional management
    • operational leadership
    • project/programme delivery
    • change/transition/ transformational focus
    • turnaround activities
    • strategic or tactical alignment
     

  • Creating an environment where interims can succeed?

    Interims hit the ground running and create calm, from chaos. It is imperative to provide what they need
    to get the best out of them, quickly. With the right introduction, their start is seamless and hassle free.
    Relevant parties/personnel, should know that interims are temporary, are not looking for a job and will depart once the job is done. No-one should feel threatened. They are there
    to inject appropriate skills or as an addition to existing resources. They will need open channels of
    communications at all times.
    Although they are self-motivated and driven, regular review meetings are essential

  • How to select an appropriate interim provider

    Under pressure, it’s tempting to resort to an internet search for interims or engage the first
    provider that you find on Google, but while many providers make similar sounding claims, they
    offer different levels of experience, service and delivery. Personal recommendations are a good
    place to begin.
    Unless you’ve met many Interims previously, it’s impossible to benchmark them. They are a
    special, indefinable breed, who all have astounding CV’s. But what does good look like? Interim
    management isn’t just another branch of recruitment, it’s a specialised career path.
    Points to consider:
    • Interims have focus and pace. Be wary of those offering ‘try before you buy’ recruitment as an
    alternative. They are hedging their bets!
    • Can the provider demonstrate a history of successfully placing interims within your type of
    company?
    • Can they readily offer a wide range of high quality references of past assignments?
    • It’s essential to meet the provider to agree the brief, timescale for delivery and ultimate cost
    • Ensure they have a known and trusted portfolio of interim managers and don’t just select from a
    database or LinkedIn.
    • Make sure they complete ‘front end’ screening and briefing, and offers to have candidates
    presented to you within 1 to 10 days.
    • The emphasis should be on relevant skills and personality, which cannot be judged over the
    phone or from a CV.
    • Providers should add value by keeping in regular contact with the client and interim and ‘sign
    off’ the project with an end of assignment audit.
    • Be wary of an ‘all inclusive’ invoice (interims rate and providers margin combined) – you will not
    know who is getting what

  • Using LinkedIn

    LinkedIn is a useful tool, giving you a range of candidates to select from.
    You still have the problem of validating competencies, backgrounds, personalities and ensuring
    that you will end up with an appropriate, professional interim.
    Using an experienced provider, will de-risk and accelerate the process. Their intimate
    knowledge and previous involvement with similar roles, allows them to cut through the veneer
    to see what the candidate is really like.

  • How to select the best interim talent

    Questions to ask any potential candidate:
    Why did they become an interim?
    Are they also looking for permanent roles?
    Have they experience of managing similar roles on an interim basis?
    Do they work through their own Ltd company?
    Have they referees that you can speak to?

  • What makes a good interim?

    Interims should be:
    • either business generalists, covering a multitude of corporate capabilities, or specialised in a
    function or business activity. Both are successful and in demand, depending on what the client
    wants.
    • change agents, thriving on pressure, ambiguity and challenge. They are not BAU focused
    • happy to take on lesser roles than those previously managed in corporate life. This allows them
    to ‘reverse’ into the position with the capabilities and qualities to manage ‘up’ as well as down,
    confronting all eventualities that arise.
    • ideally financially secure and not desperate to work. They must accept only those roles that they
    are confident of delivering. They must be pragmatic and able to walk away from roles that are not
    quite right.
    • honest, with the integrity to demonstrate their suitable strengths as well as their potential
    weaknesses for any given role.
    • approachable and trustworthy. They will become independent confidants at the highest level
    and must honour that trust, being candid and open with their responses
    • capable of creating their exit programme.

  • Compliance

    All interims will need to set up their own Ltd Company and have Professional Indemnity Insurance
    in place for all assignments. It will therefore require taking advice from an accountant/legal
    advisor.
  • The right CV

    Interim CV’s should not be confused with search CV’s. They have totally different applications.
    Search CV’s demand concise information. Interim CV’s demand detail as ‘key word search’ is often
    utilised to assist the profiler to source appropriate skills.
    Highlight all applicable skills, products, processes, practices, sectors, industries, job titles, countries
    worked, languages etc, as each relevant word must be in your CV at least once, allowing you to be
    found, at speed.
    4-6 pages gives the candidate scope to be expansive, but keeps the contents relevant.

  • Routes to Market - 3 main channels to consider

    Own Network

    The importance of networking cannot be over stressed.
    It is vital that you build a good network of viable contacts, as you never know when one of these
    may want to employ an interim.
    Over 60% of all UK assignments are generated through personal contacts.

    Using a known and reputable Interim Service Provider

    Be selective, limit your contacts to proven agents who will develop a relationship with you and works within your sector/function.
    Retention of your CV without contact, reduces your success rate with that company.
    Don’t register with too many, you run the risk of diluting your offering

    Social Media

    This is becoming more successful, but is still considered to be on the fringe of good practice as the
    process leaves itself open to misrepresentation.

     

     

    Not Actively Looking

    Not Actively Looking (NAL) is the Osprey Clarke candidate management system in which we
    manage personal data (CV’s, references etc).
    • NAL provides a safe and confidential platform for us to access up-to-date career information,
    including key achievements, skills, future aspirations and salary data etc
    • It allows interims to keep multiple search firms, who they can select, up-to-date at the same
    time without having to contact each firm individually
    • The unique search retrieval methodology makes it easier to quickly identify interims when we’re
    handling searches that precisely match their skills and aspirations
    • It complies with the requirements of GDPR, enabling individuals to better control what career
    information is stored and which executive search firms can view that information.
    • Registration is quick and once registered, the interim can go back to edit or update their profile
    or change permissions of who can view it.
    • Not Actively Looking is the first place we will look to find up-to-date information about interims
    • There is no cost for standard membership, allowing for registration with up to 8 providers. If
    individuals wish to upgrade to a premium membership service, then use the voucher code
    OCOFFER and it will give a free membership for six months.
    Please ensure that you click on the link below to register, as this will guarantee that Osprey Clarke
    is accepted as one of your preferred interim providers;
    https://notactivelylooking.com/connect/osprey-clarke

  • Understanding of Brief

    This can reflect an exacting profile or allows for transferable skills to be utilised, which can deliver outcomes that are beyond expectations. We pride ourselves on our knowledge of the individuals within our portfolio. We take time to get to know them, as they are our ‘product’. This intimate understanding allows us to react at speed, without sacrificing the skill and attention required to achieve outstanding results

  • Assignment Briefings

    First Contact

    We determine availability, interest and criteria match. Specifics only revealed after
    signing a Confidentiality Agreement. A role specific CV will be requested.

     

    Second Contact

    A personal briefing, presenting all relevant information relating to the role. The
    Partner confirms suitability for the assignment.

     

    Third Contact

    Our partner accompanies the candidate into the client briefing meeting, allowing
    for full and personal feedback.

     

  • Sector Experience

    Manufacturing/Engineering/Industrial/Automotive

    Mahle, ThyssenKrupp, Dunlopillo, Hyundai, Jaguar, Rolls Royce, Aumund, Compair, Samson Materials Handling, e2v, ESAB, Morgan Group, Force Protection Europe, Allgood, Dennis Eagle, NP Aerospace, St Neots Packaging, Optare, Rieter Automotive, Caparo,

     

    Distribution

    Unipart, Shop Direct, UTL, Brammer

     

    Consultancy

    Assystem UK, Ricardo

     

    Business Services

    Fujitsu, Sodexo

     

    Utilities

    Gaz de France, United Utilities, npower

     

    Transport

    Hitachi Rail, First Group, Crossrail, National Express, Virgin Trains, South West Trains, Swissport, First Scotrail

     

    Food

    Jordans Ryvita, Witwoods Foods, Geest

     

    Professional services

    Cobbetts

     

    Consumer goods

    Rexel, Clarks, Acco, Speedo International, Trutex

     

    IT/systems

    Microsoft, Amadeus, Talentia, PlasticLogic, Gamestec, MinorPlanet Systems,

     

    Construction

    Shepherd Group, St Modwen

     

    Healthcare,
    One Stop Doctors, Westminster PCT,CPPIH

     

    Financial Services

    Aviva, Visa, Marsh Europe, Wesleyan Assurance, Police Mutual, Britannic Assurance,
    NFU Mutual, Arval

     

    Leisure/Travel

    Thomas Cook, HotelCare, Airtours

     

    Nuclear

    Amec, NNC

     

    VC/PE

    Dunedin Capital, LDC, 3i, Indigo Capital, Capula

     

    Public Sector
    Lincolnshire County Council, Commonwealth Secretariat, North Yorkshire Fire Service, Westminster Health

     

    Education
    Oxford University, Nottingham University, Derby University, City University, NCSL, BECTA, QCA

     

    Retail

    Liberty, The Post Office, Retail Motor Industry, Animal

     

    Charity
    Feel Good Factory, Parenting 2000

     

  • Functional Experience

    General Management

    CEO, General Manager, MD, Divisional Director

     

    Operations

    COO, Operations Director, Operations Mgr, Head of Operations


    Finance

    CFO, FD, Finance Manager, Finance Project Manager, Payroll Manager

     

    Human Rersources
    HRD, HR Mgr, Comp & Bens, OD

     

    Legal
    General Counsel, Company Secretary

     

    IT
    CIO, CTO, IT Director, Systems Implementation Mgr,

     

    Programme/Project Management
    Programme Director, Project Director, Head of Programmes, Project Manager, Change Director, Transformation Director, Transition Director, all functional Programme/Project roles

     

    Sales/Marketing
    Sales Director, Marketing Director, Business Development Director, Account Director, Communications Director, Country Manager

     

    Purchasing
    Procurement Director, Supply Chain Director, Category Manager, Channel Director, Head of Buying

     

    Logistics
    Head of Distribution, Warehouse Manager, Transport Director, Fleet Director