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Ofgem – Chief Operating Officer

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    Ofgem – Chief Operating Officer

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        Ofgem – Chief Operating Officer

        Ofgem – Chief Operating Officer

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        Ofgem – Chief Operating Officer

        Supporting Ofgem secure a Chief Operating Officer at a time when that organisation was more in the spotlight than any other due to the energy crisis.

        Allen Lane was selected by Ofgem recruit a SCS3 role in a significant government organisation at a time when that organisation was more in the spotlight than any other due to the energy crisis.

        The brief

        Ofgem was expanding at a rapid rate, and a highly competent senior leader was necessary to help the large-scale and complex transition.  The role was advertised as a COO/CFO, so we headhunted and interviewed both senior financial professionals and senior commercial leaders.

        The challenge

        Throughout the campaign, Ofgem garnered significant media attention due to their pivotal role in addressing the pressing energy and cost of living crisis. The Chief Executive found himself pulled in various directions, handling high-level meetings with ministers and media engagements, which occasionally posed challenges for adhering to our timelines and deadlines. However, we successfully navigated these hurdles by maintaining a flexible approach, accommodating his schedule, and ensuring continuous communication with the candidates to keep them well-informed of any changes or disruptions to the campaign.

        A further noteworthy challenge emerged when the Chief Executive expressed a preference for hiring a candidate either in Glasgow or Cardiff. This decision extended our candidate search reach across two vibrant regions, enhancing the overall impact of our search efforts.

        Our approach

        Leveraging our extensive nationwide database, industry contacts, and targeted headhunting, we conducted a meticulous and thorough search and we were delighted to report that our efforts proved successful. We identified and secured a highly qualified candidate based in Glasgow, a testament to the effectiveness of our tailored and comprehensive approach.

        The result

        Ratio of diverse to non-diverse candidates at long-list and short-list 

        From 117 completed applications (CV, tailored statement, diversity monitoring form completed), we discussed eleven at our long list meeting. Of these, five were female and four were from ethnic minorities. We conducted preliminary interviews of all eleven, and six were invited to the final panel interview at Ofgem; these comprised three male and three female, with two from an ethnic minority background and one identifying as a gay male. Two of these candidates were found appointable, with the role being taken by a female outside of London.

        See more case studies for organisations within Central Government.