Motorpoint

Motorpoint PLC is the UK’s largest independent car retailer. The business focuses on nearly new cars, up to three years old and with less than 15,000 miles, giving customers an average saving off new list price of £7,000.

The Group’s principal business is the sale of nearly-new vehicles, the majority of which are up to two years old and which have covered less than 15,000 miles.

Motorpoint operates from eleven locations across the UK; Birmingham, Birtley, Burnley, Castleford, Chingford, Derby, Glasgow, Newport, Oldbury, Peterborough and Widnes. Their operations and sales teams have recently moved to impressive modern premises in Derby.

Having experienced extraordinary growth, Motorpoint Group plc was welcomed to the London Stock Exchange in 2016 – signalling there are more exciting times ahead for this vibrant business.

The work

Motorpoint approached us regarding two senior appointments. The first was a new position within the business – an infrastructure manager to oversee their IT operations and ensure that their infrastructure is fit for purpose as the business grows rapidly. This individual would examine their current IT roadmap and consider the benefits of alternative business models within IT, and that the infrastructure constantly evolves to stay ahead of the company’s commercial strategy.
The second position was for a new web development manager for the business – a highly capable individual with a solid background in web development, digital strategy and leadership. This person was to be tasked with examining their current web presence and continuing to evolve it in order to stay ahead of their competitors.

For each role, Blues Point identified a shortlist of 5-6 candidates, who we invited to a competency based interview with two of our team members. Reports from these meetings were sent to the directors to review. Candidates that were successful at this stage were invited for a face to face meeting at Motorpoint. They also completed a Thomas Personality Profile Analysis (PPA) to measure their behaviours against those required for these key senior roles. This process allows us to see how close a fit each candidate is for the role, by allocating them a score of 1-5 where 5 is a very good fit. This is a very useful recruitment tool, and allows the interviewer to further scrutinise candidates that are a less than perfect fit, by identifying areas to investigate further at the second interview.

The process is very thorough and by the end of the interview process we were confident we had identified two extremely talented individuals that would add value to the business at this exciting stage in the company’s development.

Key roles

• IT Infrastructure Manager
• Web Development Manager

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