We were briefed by an award winning integrated communications agency to source an Event Manager to work on one of their key financial services accounts as an implant in their client's central London office on a 6 month contract which entailed working 4 days per week out of the client's office and one day a week at the agency.

They needed an Event Manager with strong logistics and delegate registration management skills and experience of working both agency-side and client-side on B2B financial services related events.

The challenge, aside from sourcing candidates with experience of working on both sides of the coin (i.e. agency-side and client-side) who also possessed good B2B event logistics and delegate management skills, was to find candidates who were a) interested in a contract vacancy, b) available to start a new role within the next 2-3 weeks and c)a good cultural fit for both the corporate and the agency world.


Regan & Dean initially sourced from their existing pool of high calibre candidates (all of whom had already been screened and interviewed face-to-face). Of these candidates we identified 3 who were interested, available and well matched to the position.

Thereafter we reached out to our wider industry network contacts and posted an ad on our own website and on appropriate industry specific job boards. Of the many responses received we selected several who on paper matched the brief and invited them in for a face to face meeting to review their experience and skills in more detail and to discuss the position with them further. From this we were able to find a further 3 candidates to submit alongside the 3 existing Regan & Dean registered candidates.

The outcome

We submitted 6 candidates in total. Each submission included the candidate's CV, a covering/supporting letter from them highlighting their suitability for the role as well as a personal profile from the Regan & Dean consultant summarising the candidate's availability, salary expectations and their key skills in relation to the job specification.

Of the 6 submitted, 4 candidates were invited in for an initial interview with the Line Manager at the agency. 2 were taken on to a second stage interview which involved preparing and delivering a presentation to the Line Manager as well as the Account Director at the agency. The agency felt that both candidates would be ideal for the contract and were struggling to make a choice so they decided to invite both candidates to meet the client in person thus getting the client to make the final decision.

The successful candidate (who accepted the role without any hesitation) had a strong agency background and had recently worked on a series of financial roadshows so understood the sector and audience profile extremely well. She was also very keen to move across to working client side for a large corporate so the appointment worked well for all parties involved.

The icing on the cake with this particular brief that Regan & Dean worked on was that within 4 weeks the agency who we had successfully recruited for suddenly had an urgent need for a freelance Event Manager to support them on a completely different project / account and they offered this additional contract to the runner-up from the original Event Manager recruitment brief we worked on!