Totara Chief Commercial Officer

Company Background

Search Background

Requirements

Our Approach & Solution

Challenges

Results

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Company Background

Totara Learning Solutions is an open source learning technology to manage, develop and connect people. Their mission is to change how learning technologies are developed, delivered and purchased.

Totara needed a new Chief Commercial Officer (CCO) as part of its growth strategy. They reached out to Oakstone based on a recommendation from their executive chair and interim CEO, following a suboptimal experience with another firm in a previous executive search.

Search Background

• Totara had recently worked with another search firm to hire their CEO, who had not yet joined the company. Unfortunately, the search experience was not as expected (shortlist quality and time to hire), and they wanted to work with a different firm for the chief commercial officer hire.

• Oakstone had previously worked with a Chair on Totara’s Board of Directors and a partner from their investor firm and came highly recommended.

Requirements

• Totara sought a CCO with extensive commercial leadership experience, international board-level insight, and a proven ability to rapidly scale a small business through acquisition and market growth (sub-100 headcount).

• The individual needed a track record of scaling businesses 2 – 3x over a 2 - 3 year period.

Our Approach and Solution

• Oakstone collaborated with both Totara’s board and its investors, gaining a clear understanding of their needs.

• Our recruitment efforts focused on candidates with a track record of scaling small companies in challenging sectors.

• We sourced a shortlist of 12 candidates, of whom eight were interviewed, and ultimately, three reached the final round after comprehensive assessments.

Challenges

• A challenge was identifying candidates who could grow a business organically and through acquisitions.

• Additionally, Totara’s unknown brand outside of learning and development required us to convince strong commercial leaders outside the sector to join a new sector.

• The CEO who had been hired had yet to join the company, so the role had an increased risk for the individuals we approached.

Results

• Totara’s board was highly satisfied with our process, presenting three individuals with whom they felt confident hiring.

• Their top choice accepted the role, joining Totara within three months of the search’s initiation.

• Our selection showcased our ability to approach authentic leaders who thrive in difficult environments and align with Totara’s ambitious growth goals.