Case Study | Vice President of Asset Management & Vice President of Investment

Client Overview

A privately owned real estate investment and management company with over $7 billion of assets focused on leasing, hospitality, and alternative asset classes, the business was on a positive growth trajectory with ambitious expansion plans. With a team of five in place, the company required senior professionals to take ownership of both the asset management and investment functions to drive the next phase of business growth.

The Challenge

Both roles were newly created, reflecting the company's ambition to professionalise and scale its senior leadership. The VP of Asset Management required a detail-oriented candidate with financial modelling experience — an unusual profile, as individuals with this skillset are typically drawn to investment roles. The business was not looking for a traditional dealmaker; finding the right personality type alongside the right technical background significantly narrowed the candidate pool. An external hire was essential for both positions.

Our Approach

Leadership The search was led by a consultant with strong connectivity across the asset management and investment markets, supported by deverellsmith's dedicated Data & Research function. The team conducted an individual mapping project, researching experienced candidates with the right background before directly networking the market to maximise reach.

Methodology

• Competitive Market Mapping
• Talent Mapping
• Executive Search Framework

Results

• 15 candidates interviewed through the search process
• 6 prospective candidates shortlisted
• 5 shortlisted candidates requested for interview by the hiring manager
• 1 offer made and accepted
• Both roles filled successfully within the agreed timeframe
• Client able to immediately kick-start new projects and drive further business growth

Key Success Factors

A targeted individual mapping approach, combined with direct market networking, enabled the team to identify a candidate pool that matched a highly specific and atypical brief. The hiring manager's confidence in the shortlist presented — requesting five of six candidates for interview — reflected the quality and precision of the search, resulting in a successful placement that directly supported the client's growth ambitions.