Recruitment of a Credit Controller
£500m+
Company size
Shipping and Leisure
Sector
1000+
Employees
Brief
Norwegian Cruise Line Holdings Ltd is a leading global cruise company which operates the Norwegian Cruise Line, Oceania Cruises and Regent Seven Seas Cruises brands. With a combined fleet of 28 ships with nearly 60,000 berths, these brands offer itineraries to more than 490 destinations worldwide. The Company has nine additional ships scheduled for delivery through 2027.
At the beginning of 2020 due to the Covid-19 pandemic, sailing was subsequently suspended until government restrictions were lifted. With an increase in market recovery in Q2 2021 and a strong order book predicted for 2022/23, NCLH’s Accounts Receivable Team required some additional resource to manage and support their return to sail plan.
Search Parameters
The goal for this process was to source a dynamic, experienced Credit Controller to help with the processing of refunds and maintain the debtor’s ledger. It was imperative to recruit someone with strong communication skills as this role required both B2B & B2C interactions. Prior to running the search CMA had a meeting with the Credit Control Manager to conduct a full role briefing and discuss the long-term prospects for the suitable incumbent.
Search parameters included running an internal search and speaking to candidates with end-to-end credit control experience, specifically those with multicurrency transactions experience. In addition to this CMA conducted a search across our inactive candidate database, requesting any recommendations for suitable candidates. A thorough job board and LinkedIn search was also conducted to support the search.
"Throughout the process CMA maintained communication with myself, HR and the candidates providing feedback both ways. They also followed up with both candidates and myself after they had been in situ for a few months to ensure expectations were being met by both sides.”
Outcome
A shortlist was presented to the line manager within a 48-hour period and once profiles were reviewed, interviews were requested. Following second interviews, two candidates were shortlisted for a final review and an offer was later presented, subsequently resulting in a placement for the following month. During this period both the HR team from NCLH and CMA kept in contact with the candidate to ensure engagement during the notice period and ensure no counter offers or other job offers were considered.
In addition to this placement, because of an additional vacancy becoming available in the Germany office one week later, the candidates presented in the first interview stage were requested for re-interview for this role, and a further offer was then made and accepted.
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