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Case Study
Skydiving group
Team Lift-Out

 

Identifying the top performing teams globally, and completing a 7-person lift out

The team Godliman placed increased AUM 20-fold to over $30bn

​The Challenge

  • Our client felt that their Emerging Markets Debt team was underperforming relative to the overall business and wanted to upgrade their capabilities.

  • Godliman was commissioned to map the market and identify the top-performing teams globally.

  • Our brief was then to identify and engage with an agreed target list of teams to assess their willingness to move to our client.

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“I have worked with Rupert at Godliman since joining 10 years ago, and his relationship with the firm dates back seven years before that. Over the last decade, we have occasionally tried working with other headhunters but have kept returning to Godliman, and they remain our default Executive Search partner. This is because they provide us with the most systematic and extensive access to the talent market, as well as insightful information about market trends and new business areas. Godliman take the time to understand our culture and our values and have consistently found us high quality people who fit us well. Those hires also keep in touch with Godliman and appreciate the support that they get when it is their turn to look for talent.”

Head of Fixed Income, FTSE 100 Global Asset Manager

The Results

 

We successfully hired a seven-person team which remains in position 8 years later, and has grown AUM from c. $1.5bn in 2011 to over $30bn today – a 20-fold increase in assets

 

The Solution

Best-Fit Research

 

  • We produced a whole-market map of the Emerging Market Debt sector globally, to provide context.

  • We identified the top 40 teams globally, based on a mixture of analysing 3 and 5-Year performance, as well as volume of assets under management.

  • We then ranked 27 teams as potential targets, located in EMEA, North America and Asia.

  • Using informal referencing, we identified the teams with the Best-Fit to our client’s culture, reducing the Short List to 13 teams.

  • We maintained strict confidentiality throughout the process, which was critical to the client.

  • We coordinated a series of meetings based in the UK and the US, at all times maintaining parallel processes with all team members to ensure legal restrictions were adhered to and that there was no breach of restrictive covenants.

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