Magee Gammon was established in 1992, by four team members, by 1998 the team had expanded to 12 people, including two Senior Managers, Anthony Tutt and Mark Britland who were both made principal in 1998. The promotion of Antony and Mark led to a significant growth spurt, with many new clients from a diverse range of businesses transferring their affairs into the care of the firm.
Due to a result of growth and winning new business Magee Gammon quickly realised they needed to bring on board a Tax Senior Manager to work on some of the specialist project work, particularly in the trusts space. Before I met with Magee Gammon, they went to market seeking someone at the Senior Manager/Director level but realised that the market was tough, being candidate short and with competitor firms also looking to expand their teams.
I reached out to Magee Gammon as I heard through word of mouth that there was a potential Senior Manager/Director opening and I was currently working with several great tax professionals in Kent at this level. I travelled to Magee Gammon’s office in Ashford and met with Roland Parry (Partner), to sit down over a coffee to discuss the opening, getting more information on the Practice, reason for the vacancy, ideal candidate and to see the space, getting a feel for the business in order to match this up with the ideal candidate. When discussing a solution, I shared that typically strong candidates are well looked after and happy in their positions, therefore the ideal candidate would be someone who is not necessarily actively looking. I outlined a 4-week plan to headhunt strong passive candidates in the market.
After meeting with Roland, I typed up a detailed client visit report which outlined my personal thoughts on the business and my meeting with Roland, so as to pass on a more personalised element to candidates. I was able to pass over the CV for a particularly strong mixed tax expert the same week I met with Roland, who was requested for interview. Pro-Tax managed all diary arrangements as well as giving and receiving feedback. Roland then requested a second interview and later that day called me to say that they would be delivering them an offer asap and wanted me to make the candidate aware. The candidate was extremely happy with the offer and described this as their ideal position, however as it was a more senior role they wanted to make sure they were making the right decision and therefore I asked again what it is that is important to them, which was progression. Therefore, I arranged a further telephone conversation between the candidate and Roland to discuss the progression at Magee Gammon which re-assured the candidate that he was making the right decision and therefore they were pleased to accept the offer. The entire process was completed within 4 weeks with all parties pleased with the outcome.
The Partner was very happy with the service, the speed and quality of candidates, we both agreed to keep in touch and look forward to working together for mutual benefit again in the future.