When Georg Fischer faced a new strategic direction, recruitment became more than just finding the right profiles – it became a key to strengthening the team and secure the future of the business. With Compass HRG as a close partner, they did not just get candidates, but a collaboration built on insight, thoroughness, and shared goals. The result? A stronger team, new energy – and a process that created value all the way through.
Georg Fischer A/S: A Company on The Move
Georg Fischer is among the leading players in plastic-based piping systems and flow solutions for industry, construction, and infrastructure. With global presence and a broad product portfolio, the company has undergone a major transformation in recent years – including the acquisition of Uponor and the merging of departments in Denmark.
Henrik Skovbo, Sales Manager for Industry at Georg Fischer A/S in Denmark, explains:
“Right now, we’re in the middle of a merger, moving together with Uponor in Roskilde. It’s an exciting journey – but also a time with many changes.”
Building the Right Team
As the organisation evolved, the need arose to strengthen the industrial division with new competencies and a future-proof team setup. Henrik therefore needed to find candidates who matched both the expertise and the new direction.
“We had to find exactly the right profiles to take over and help drive the business forward. That’s not a task you just handle yourself – especially not in the middle of major change.”
Collaboration Between Research and Advisory
Here, Compass HRG became an important partner. Henrik particularly highlights the clear division of roles between research and advisory – and the thoroughness that the research work is based on.
The team consisted of Senior Research Consultant, Ida Heuser and Director, Niels Lorenzen. The combination of their skills created a process that Henrik had not previously experienced in such depth.
“In my view, Ida plays a big part in this because she’s the one who sourced the candidates. She finds relevant profiles and prepares proposals, so we have a broad field to choose from. At the same time, Niels is extremely good at facilitating the conversations and challenging both me and the candidates, so we align expectations and find the right match.”
One of the things that made the biggest impression was the initial expectation alignment, where a larger collection of potential candidate profiles was reviewed to ensure that Henrik, Niels, and Ida agreed on what profile they were looking for.
“That gave a completely different depth. We managed to agree on the direction before anyone was contacted.”
For Henrik, it is about using specialists like Compass correctly: “People are allowed to do what they’re best at – and you can clearly feel that in the quality of the candidates. It saves time and gives a better match.”
New Energy and a Stronger Team
The collaboration has already shown clear results. A new colleague has joined the industrial division, and the energy in the team has changed noticeably.
Henrik describes how you only truly see the value of a recruitment when the new employee becomes a part of everyday life – meeting colleagues, products, and the culture.
“Already after a few days, colleagues came up and said: ‘It’s a completely different world now with our new colleague.’ Then you know you’re on the right track.”
For Henrik, this is exactly where the benefits of working with a recruitment partner become clear.
“I’m good at technology and sales, but recruitment is not my core competence. It’s practically a full-time job if I had to recruit several people myself. I don’t have the time or the experience for that.”
Partnership Rather than Supplier
For Henrik, it is crucial that the recruitment process is built on a real partnership – not a classic supplier/customer relationship. It is about working in the same direction and creating results together.
As he puts it: “I don’t like the term ‘supplier’. I’d rather have a partner where we work together to create the best results. That’s what I experience with Compass.”
Henrik also highlights the close collaboration as a strength because it allows for professional sparring and challenge along the way. It sharpens the process – and improves the candidate pool.
“If I only followed my own boxes, I might have missed a good candidate. That’s where it’s a strength that Niels challenges me and gets me to see opportunities I would otherwise have skipped.”
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