BRIEF OF THE CASE

In this fictional case was Jennifer Gaston, founder and CEO of mid-sized luxury
jewellery company Aquamarine, managing a couple of key questions had cut the
setting recently. In just six months, Gaston had brought in a new COO and was
completed over several months looking for a CFO. Although they had almost
completed the transformation of its management team, they still needed to
thoroughly check references to the CFO candidates and extend a formal offer. A lot
has been driving on these positions and not been easy despite the help of an
executive search firm, the setting for her.

Gaston started Aquamarine in 1995, after matriculating. Her company grew modestly
for the first three years until she hit upon Aquamarines trademark aesthetic: thick
intertwining cables of silver and yellow gold studded with a range of precious stones.




















OBJECTIVE


To evaluate the hiring process of Aquamarine



Choose the best candidate for optimum growth of the company

































Problem Area




To evaluate Gaston's hiring of Olivia DE Carlo as COO and president
against best practices. How could Gaston's process have been
improved?

How should she choose between Chang and Philips to be CFO?
How would you decide between "experiences" verses "young and
hungry?"

To respond to Albert Johnsons email and handle the situation




















EVALUATION OF CASE

SWOT ANALYSIS OF OLIVIA DECARLO:


STRENGTHS:

Has expertise and proper work experience in the required field of accessories.

Her professional results were impressive she had quickly moved up ranks in
the larger company and oversaw the management of operations, sales, and
marketing as well as the development of Isla Starks online store

She is result oriented and will achieve all goals in time.





WEAKNESS:

She has the go-it-alone attitude and does not like to give credit to her team.

She sounds too over-confident about her capabilities.








OPPOURTUNITIES:

She has a high growth potential in Aquamarine as she had to face new
challenges.

To evaluate her skills in managing Aquamarine.




THREATS:

Hiring of Olivia DE Carlo could also lead to decline in the output of other
employees as she doesnt give credit to team work and takes the credit all
alone.

This could increase the attrition rate as employees will no longer be happy in
the organisation if they are not given credit for their hardwork.














SWOT ANALYSIS OF WARREN
CHANG

STRENGTHS:

7 years of experience being an CFO

He had been the CFO during a 4 year period when the companys
sales doubled.

He had also orchestrated its successful IPO(shares jumped to 12
percent during its first day of trading)

WEAKNESS:

No faith in the existing team of aquamarine and demanded his
controller to be brought to aquamarine)

OPPOURTUNITIES:

Can be a great asset to aquamarine and lead to the growth of the
company as he has tremendous knowledge and expertise in this field.

THREATS:

His age factor could be a drawback as he will not be able to work at the
same speed as younger blood.






SWOT ANALYSIS OF STEVEN
PHILIPS

STRENGTHS:

Has proper knowledge and has a similar work experience of handling
an troubled luxury apparel company and had re-established the
companys profitability in eight months

6 year experience as a senior investment professional in a $2 billion
fund.

Promoted on accelerated schedule (3 times in 5 years).

WEAKNESSES:

Never worked at the post of CFO

Hungry for growth

OPPOURTUNITIES:

Has aggressive nature to growth as he is young and enthusiastic this
will lead to organisational growth as well.

THREATS:

He is in his mid 30s and has aggressive nature towards growth and
would not be loyal to the organisation if he finds a better growth
perspective.





CONVERSION WITH ALBERT
JOHNSON

Convince Albert Johnson that he is perfect on his place as a controller
and he would be given chance for growth once the company is out of
crisis.


Try to make him understand the importance of external recruitment at
that point of time as new talent is required and people with strong
potential are being searched for the job.



















BEST ALTERNATIVE


Recruit Warren Chang as he has more experience and for
kick-starting the organisations profitability it would be the
best alternative.

Warren Chang wont quit the organisation and would give his
best to the growth due to his age factor switching jobs wont
be easy for him. The company can take advantage of this
factor.