Euroflon AB finds the right CEO with Unique Resource’s help

To lead the company into its next phase of development, Euroflon needed a CEO who could combine strategic leadership with operational responsibility. The role required a leader with experience of driving change in industrial environments and who could strengthen the commercial drive, while establishing a clear structure and culture for long-term success.

Euroflon AB, a well-established industrial company in Motala, is a leading manufacturer of customized hoses and compensators for demanding process environments in the Nordic region. As part of Indutrade AB, an international technology and industrial group, Euroflon has a strong position in the market and good conditions for growth through local leadership and entrepreneurial culture.

The challenge

Euroflon faced several challenges that required new leadership:

• Strengthening commercial drive: Driving growth required an increased focus on business development, while nurturing relationships with existing customers.
• Balance between strategic and operational leadership: The role required a leader who could both set direction and be present in the day-to-day work to build engagement and drive change.

Vid inledningen av samarbetet var det avgörande att snabbt sätta sig in i Euroflons behov och utmaningar inför rekryteringen. Magnus Gustavson, Business Segment Leader på Indutrade, upplevde processen som både trygg och effektiv: “I found the cooperation smooth and Unik quickly understood our needs. It felt safe!

The solution

Unik Resurs approached the assignment with an evidence-based recruitment process that ensured both precision and depth in the selection.

Structured needs analysis

Through workshops and requirements profiling together with Euroflon’s management, the critical success factors for the role were identified. The focus was on finding a leader who could combine business acumen with operational drive and who had experience of leading change in industrial environments.

Evidence-based evaluation

Candidates underwent a rigorous selection process that included:

• Screening against clear criteria, such as experience in industrial activities and leadership in change processes.
• Work psychology tests to assess leadership potential and situational awareness.
• In-depth interviews focusing on business acumen, strategic altitude and operational presence.

“Already in the first contact, we listened for business acumen – how the candidate reasoned about growth, results and value creation. Equally important was the insight into the company’s situation, expectations and what the assignment actually requires,” explains Anastasia Almasidis, Search & Recruitment Consultant at Unik Resurs.

Targeted search

The search process targeted leaders mainly in industrial companies in the region, focusing on candidates with proven success in business development and experience in leading change.

“Candidates were attracted by the fact that it was a stable company with great development potential and clear ambitions to grow. The fact that the company also had a strong owner behind it contributed to a perceived sense of security and a long-term approach,” says Daniel Edqvist, Recruitment Consultant at Unik Resurs.

Matching candidates to requirements profile

A central part of the process was to present candidates who met both the requirements profile and expectations, but also to dare to propose profiles that could bring new perspectives. Magnus Gustavson describes the outcome as follows: “Candidates matched the requirements profile relatively well. Also appreciated that there were so-called ‘wild cards’.”

Support and advice throughout the process

During a business-critical recruitment, continuous feedback and quick response are crucial to build trust and confidence. Magnus Gustavson points out: “Very good. Close follow-up from your side and quick response to any additional questions from us.”