Nimbel
RocketPeople
Executive search
Intro
Hiring two crucial roles in 8 weeks for Nimbel.
NIMBEL Baby Carrier is a startup that designs and manufactures baby carriers, comfortable and ergonomic for both parents and babies. Their carriers are designed to provide a safe and secure way to carry babies while keeping them close to their parents. The company is dedicated to providing high-quality products that promote bonding and make parenting easier. The product has been developed in stealth mode and the company is preparing for their launch through retail channels and direct to consumer in multiple countries in 2023.
Intro
Hiring two crucial roles in 8 weeks for Nimbel.
NIMBEL Baby Carrier is a startup that designs and manufactures baby carriers, comfortable and ergonomic for both parents and babies. Their carriers are designed to provide a safe and secure way to carry babies while keeping them close to their parents. The company is dedicated to providing high-quality products that promote bonding and make parenting easier. The product has been developed in stealth mode and the company is preparing for their launch through retail channels and direct to consumer in multiple countries in 2023.
1
CEO hired
1
Marketing Director hired
8
weeks average time to hire
1
CEO hired
1
Marketing Director hired
8
weeks average time to hire
1
CEO hired
1
Marketing Director hired
8
weeks average time to hire
The challenge
Setting up a solid commercial leadership team
With product development and testing entering the final stages, 2023 is the year NIMBEL will launch their innovative product to the market. They already had a strong advisory board in place, and lots of technical product knowledge in the leadership team. Nonetheless, there was a need for more commercial leadership to lead the company through this product launch and put together an international go-to-market plan. The CEO and Marketing Director roles were very specific and crucial to future success of the company, hence the search needed to be conducted by specialists. This is where we came in!
The challenge
Setting up a solid commercial leadership team
With product development and testing entering the final stages, 2023 is the year NIMBEL will launch their innovative product to the market. They already had a strong advisory board in place, and lots of technical product knowledge in the leadership team. Nonetheless, there was a need for more commercial leadership to lead the company through this product launch and put together an international go-to-market plan. The CEO and Marketing Director roles were very specific and crucial to future success of the company, hence the search needed to be conducted by specialists. This is where we came in!
The challenge
Setting up a solid commercial leadership team
With product development and testing entering the final stages, 2023 is the year NIMBEL will launch their innovative product to the market. They already had a strong advisory board in place, and lots of technical product knowledge in the leadership team. Nonetheless, there was a need for more commercial leadership to lead the company through this product launch and put together an international go-to-market plan. The CEO and Marketing Director roles were very specific and crucial to future success of the company, hence the search needed to be conducted by specialists. This is where we came in!
Our approach
Hiring multiple leadership roles, within the same management team, at the same time is not easy. The profiles needed to be the best of the best within the industry, while they also needed to be complementary to each other. Besides that, the searches needed to be run simultaneously in order for the final candidates to meet each other before signing.
Another factor that added to the difficulty of the search, the product imagery and specifications of Nimble were still confidential. This made it very important to understand everything there was to know about the company, and product vision in order to create a strong storyline to potential candidates.
We allocated an experienced Executive Search specialist who did an extensive onboarding with the NIMBEL founding team, ensuring the success of the project by understanding what was expected of each profile before we started the search. In order to get to the best candidates, we activated our current network, and in addition, we also activated leaders from strong brands within relevant industries.
Through intensive headhunting activities, we were able to introduce enough strong candidates to the hiring team at NIMBEL within days. Together with Stefan, the founder of NIMBEL, we then started an intensive interview process with more than 5 qualitative candidates on the first interview per role. Interviewing different types of people was crucial to find the exact right fit in this case. The close collaboration made it possible to iterate the search criteria throughout the process, which meant we could quickly adapt to new learnings coming from interviews held.
Our approach
Hiring multiple leadership roles, within the same management team, at the same time is not easy. The profiles needed to be the best of the best within the industry, while they also needed to be complementary to each other. Besides that, the searches needed to be run simultaneously in order for the final candidates to meet each other before signing.
Another factor that added to the difficulty of the search, the product imagery and specifications of Nimble were still confidential. This made it very important to understand everything there was to know about the company, and product vision in order to create a strong storyline to potential candidates.
We allocated an experienced Executive Search specialist who did an extensive onboarding with the NIMBEL founding team, ensuring the success of the project by understanding what was expected of each profile before we started the search. In order to get to the best candidates, we activated our current network, and in addition, we also activated leaders from strong brands within relevant industries.
Through intensive headhunting activities, we were able to introduce enough strong candidates to the hiring team at NIMBEL within days. Together with Stefan, the founder of NIMBEL, we then started an intensive interview process with more than 5 qualitative candidates on the first interview per role. Interviewing different types of people was crucial to find the exact right fit in this case. The close collaboration made it possible to iterate the search criteria throughout the process, which meant we could quickly adapt to new learnings coming from interviews held.
Our approach
Hiring multiple leadership roles, within the same management team, at the same time is not easy. The profiles needed to be the best of the best within the industry, while they also needed to be complementary to each other. Besides that, the searches needed to be run simultaneously in order for the final candidates to meet each other before signing.
Another factor that added to the difficulty of the search, the product imagery and specifications of Nimble were still confidential. This made it very important to understand everything there was to know about the company, and product vision in order to create a strong storyline to potential candidates.
We allocated an experienced Executive Search specialist who did an extensive onboarding with the NIMBEL founding team, ensuring the success of the project by understanding what was expected of each profile before we started the search. In order to get to the best candidates, we activated our current network, and in addition, we also activated leaders from strong brands within relevant industries.
Through intensive headhunting activities, we were able to introduce enough strong candidates to the hiring team at NIMBEL within days. Together with Stefan, the founder of NIMBEL, we then started an intensive interview process with more than 5 qualitative candidates on the first interview per role. Interviewing different types of people was crucial to find the exact right fit in this case. The close collaboration made it possible to iterate the search criteria throughout the process, which meant we could quickly adapt to new learnings coming from interviews held.
“I am thrilled to have partnered with RocketX as they truly understand our needs as a growing startup. Their extensive onboarding process ensured a smooth start, and their short communication lines allowed for quick iterations in the process. The team showed great dedication and proactivity in recruitment, which resulted in a significant workload reduction for us. Working with RocketX has been a game-changer for our business, and we are super happy to have 2 great team additions on board”
Stefan van Cleef
Co-founder at NIMBEL
“I am thrilled to have partnered with RocketX as they truly understand our needs as a growing startup. Their extensive onboarding process ensured a smooth start, and their short communication lines allowed for quick iterations in the process. The team showed great dedication and proactivity in recruitment, which resulted in a significant workload reduction for us. Working with RocketX has been a game-changer for our business, and we are super happy to have 2 great team additions on board”
Stefan van Cleef
Co-founder at NIMBEL
The results
After several interviews, and effective negotiations on both ends, we were able to hire Steven Tol to the team as Marketing Director. Steven is bringing in brand and marketing experience from a-brands like Oatly and Coca-Cola and will help the team create a strong brand and campaigns. A few weeks later, Angelique de Rond was hired to become the CEO. Her commercial mindset and experience at brands like Marlies Dekkers will help her build a high performing company and execute an effective international go to market strategy.
1
CEO hired
1
Marketing Director hired
8
weeks average time to hire
1
CEO hired
1
Marketing Director hired
8
weeks average time to hire
1
CEO hired
1
Marketing Director hired
8
weeks average time to hire
