{"id":2169,"date":"2026-08-13T04:28:33","date_gmt":"2026-08-13T04:28:33","guid":{"rendered":"https:\/\/www.civitastalent.com\/?p=2169"},"modified":"2026-08-13T04:28:33","modified_gmt":"2026-08-13T04:28:33","slug":"appointment-of-general-manager-people-culture-technology-scale-up","status":"publish","type":"post","link":"https:\/\/www.civitastalent.com\/case-study\/appointment-of-general-manager-people-culture-technology-scale-up\/","title":{"rendered":"Appointment of General Manager, People &#038; Culture, Technology Scale-Up"},"content":{"rendered":"<h2><b>At a Glance<\/b><\/h2>\n<ul>\n<li><strong>Sector &#8211; Technology<\/strong><\/li>\n<li><strong>Location &#8211; Sydney, NSW<\/strong><\/li>\n<li><strong>Workforce &#8211; 650 Employees<\/strong><\/li>\n<li><strong>Service &#8211; HR Executive Search<\/strong><\/li>\n<li><strong>Engagement &#8211; Retained Search<\/strong><\/li>\n<\/ul>\n<h2><b>The Challenge<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A technology scale-up had grown past <\/span><b>650 employees<\/b><span style=\"font-weight: 400;\"> with People operations still running on the informal processes that worked at 100 people, no formal levelling framework, inconsistent performance management, and a founder-led culture starting to strain under scale.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Leadership needed someone who could build a proper People function from a near-standing start, without slowing the hiring pace the business still needed to hit its growth targets.<\/span><\/p>\n<h2><b>Our Approach<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Civitas specifically targeted candidates with scale-up or hyper-growth building experience rather than steady-state corporate GM People &amp; Culture backgrounds, screening for evidence of having actually built, not inherited, HR infrastructure.<\/span><\/p>\n<h2><b>The Solution<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The appointed GM People &amp; Culture had <\/span><b>previously built the People function at another Australian scale-up from 150 to 900 employees<\/b><span style=\"font-weight: 400;\">, bringing a playbook rather than a theoretical approach.<\/span><\/p>\n<h2><b>Measured Impact<\/b><\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Formal job architecture and levelling framework implemented within the first 6 months<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reduced average time-to-hire by an estimated 25% through process redesign<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Established a consistent performance management cycle across the business for the first time<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Supported continued headcount growth without a corresponding rise in early attrition<\/b><\/li>\n<\/ul>\n<h2><b>Client Reflection<\/b><\/h2>\n<blockquote><p><i><span style=\"font-weight: 400;\">We needed someone who had actually built this before, not just studied how to. <\/span><\/i><b><\/b><\/p><\/blockquote>\n<h2><b>Why This Matters<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Scale-ups consistently underestimate how much operational HR infrastructure they need until growth exposes the gap,this appointment reflects Civitas&#8217;s advisory-informed view that a GM People &amp; Culture hire in a scale-up needs demonstrated builder experience, not just seniority.<\/span><\/p>\n<h2><b>Related Civitas Service<\/b><\/h2>\n<p><a href=\"https:\/\/www.civitastalent.com\/clients\/hr-recruitment\/\"><span style=\"font-weight: 400;\">HR Executive Search<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>At a Glance Sector &#8211; Technology Location &#8211; Sydney, NSW Workforce &#8211; 650 Employees Service &#8211; HR Executive Search Engagement &#8211; Retained Search The Challenge A technology scale-up had grown past 650 employees with People operations still running on the informal processes that worked at 100 people, no formal levelling framework, inconsistent performance management, and&hellip;<\/p>\n","protected":false},"author":10,"featured_media":2172,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[47],"tags":[],"class_list":["post-2169","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-case-study"],"acf":[],"post_author_name":"","post_authors_type":"","post_authors_from_team_members":false,"_links":{"self":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2169","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/comments?post=2169"}],"version-history":[{"count":2,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2169\/revisions"}],"predecessor-version":[{"id":2278,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2169\/revisions\/2278"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/media\/2172"}],"wp:attachment":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/media?parent=2169"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/categories?post=2169"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/tags?post=2169"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}