Obviously, such senior positions meant that the successful candidates would be integral to the operation and success of the organisation. The MD would join an executive team which includes the company founder, the Non-Exec Director and Finance Director.

One of the key drivers of hps, and by extension the successful applicants, is the aspirational and ambitious growth plans of the organisation within the sector and beyond. Successful candidates would need to utilize their proven ability to lead Operations and win new business, specifically they would devise, support and execute a New Business Development plan which maintains annual growth of 30%, and which also flattens sales to make hps a less seasonal business. In addition other responsibilities for these roles included taking ownership of financial management, including cash flow management, debtor/creditor control and the production of monthly management accounts through the finance team.

The level of seniority of these positions brought with it a certain level of autonomy, this was particularly true for the role of Managing Director. The MD would have the freedom to build their own team and add senior hires to the experienced core team. Ultimately the Managing Director and other senior  leadership would be left with the space to run and develop the company as they see fit.