When Hexagon Composites set out to hire a new Corporate Communications Manager, it was crucial to find a candidate with solid experience in communications within a global company. The role required a proactive and engaged individual who could support Hexagon’s mission of driving the energy transition. To secure the right candidate, they partnered with Hammer & Hanborg.
“I have experience with Hammer & Hanborg spanning over a dozen years—both as a client and as a candidate. My experience has always been positive,” says Karen Romer, former SVP Communications at Hexagon. “When we needed to find the right person for the Corporate Communications Manager role at Hexagon’s headquarters, I reached out to Hammer & Hanborg for a temporary part-time resource to support our capacity while they initiated the search for the permanent role.”
A Global and Tailored Process
To meet Hexagon’s needs, Hammer & Hanborg conducted a global search for candidates with 5–8 years of experience in communications within a global company. It was essential to find someone with strong writing skills and a keen visual eye, as well as experience in both structured corporate environments and entrepreneurial settings where adaptability is key.
– We were looking for someone with strong initiative and motivation to support our mission. Hammer & Hanborg understood that our small team needed both writing skills and a visual eye in one person. They focused the search on candidates who had experience in both structured corporate environments and entrepreneurial settings where adaptability is key, says Karen.
Recruitment advisor Trine Larsen led the process, ensuring a thorough understanding of Hexagon’s specific needs and culture to identify the ideal candidate.
– At Hammer & Hanborg, we always strive to tailor our recruitment processes to each client’s unique challenges. For Hexagon, it was essential to find someone who could seamlessly integrate into their international team while bringing strong communication skills and adaptability. Our global search approach allowed us to reach top-tier talent beyond just the local market, says Trine Larsen, senior advisor and CEO at Hammer & Hanborg.
A Match on Competence, Culture, and Ambition
Through a meticulous and targeted process, Hammer & Hanborg identified Emily Cherry, a communications professional from Australia who was living in Italy at the time. She was willing to relocate to Ålesund, Norway—demonstrating her commitment to the role.
– I was very impressed by the reach of Hammer & Hanborg’s candidate network. Given that we operate in a niche industry with a lean communications team, we were more interested in finding the right person than just filling the role quickly. Hammer & Hanborg took the time and effort to ensure we met all our requirements, Karen points out.
– Finding the right candidate for a specialized role like this required a deep dive into both competencies and cultural fit. We focused not only on experience but also on candidates’ ability to navigate change, collaborate effectively across cultures, and drive communication strategies in a dynamic environment. Emily stood out as someone who possessed all these qualities, says Trine Larsen.
A Strategic Recruitment for the Future
Hexagon benefits from hiring professionals with cross-cultural communication skills, which positively impacts both internal and external communications.
– I would say that international experience – and the understanding of cross-cultural communication – is essential for Hexagon’s success. Emily is a global citizen. She is knowledgeable, creative, and efficient – one of our best hires, Karen explains.
In conclusion, Trine Larsen emphasizes the importance of a competency-based approach to recruitment.
– By focusing on both hard skills and personal attributes, we ensure that the candidates we place are not just technically qualified but also aligned with the company’s culture and long-term goals. This approach minimizes hiring risks and fosters long-term success for both the candidate and the organization, Trine explains. By focusing on both formal competencies and personal attributes, as well as values and attitudes, the risk of mis-hires is reduced, and the likelihood of long-term success increases.
By combining our expertise in recruitment and strategic advisory with a deep understanding of Hexagon’s needs, we successfully attracted a candidate who not only possessed the right skills but also shared the company’s vision and ambitions for the future.
