How DMC Recruitment helped a growing building materials company strengthen its senior finance leadership
The Challenge
A growing building materials company needed to hire a VP Finance as the business entered its next stage of expansion.
The company’s finance needs had become more complex. Continued growth, acquisition activity, and ownership expectations created the need for a senior finance leader with experience in mergers and acquisitions, private equity environments, taxation, corporate finance, and financial structure.
This was not a standard finance hire.
The DMC Approach
Tara Reid approached the search by first understanding why the role existed.
The company was not simply filling a seat. It was building leadership capacity for a larger, more complex business. That context shaped the search from the beginning.
Tara understood that the strongest candidate did not need to come directly from building materials. For this role, the priority was not product knowledge. It was senior finance leadership, M&A experience, transaction exposure, and the ability to help guide a growing company through change.
That distinction mattered.
For some building materials roles, direct industry experience is essential. For a VP Finance role, the best fit may come from outside the industry with the right transferable experience. Tara was able to identify that difference and keep the search focused on what the role truly required.
The search combined attraction, branding, and targeted outreach. Tara and the team created a branded approach for the role, supported by job advertising, video content, and direct headhunting through LinkedIn.
The opportunity attracted strong candidates because of the level of the position and the company’s growth story. One candidate stood out because he brought the right mix of senior finance experience, M&A exposure, and experience in a sector where complex transactions and corporate structure were part of the job.
Tara connected that experience back to the client’s needs.
She helped the client see how the candidate’s background could apply to their business, even though he came from outside building materials. His finance skill set, transaction experience, and leadership capability aligned with where the company was headed.
The search succeeded because it focused on the real business need.
The Result
Tara successfully connected the client with a VP Finance who brought the senior financial experience, M&A knowledge, and leadership capability the business needed.
For the client, this meant adding an executive leader during an important stage of growth. The hire strengthened the company’s finance function and helped support the increasing complexity that came with acquisitions and expansion.
The candidate quickly proved to be a strong fit. Since joining the organization, they have been successful in the role and have built a team underneath them, further strengthening the company’s internal finance capabilities.
This placement also reflects an important part of DMC’s work across the building materials sector.
DMC is not limited to sales, branch management, or operations recruitment. Those searches remain core to the business, but DMC also supports clients with senior leadership and corporate function roles, including finance, HR, marketing, sales leadership, and executive level positions.
This search showed how industry knowledge, strong recruitment process, and the ability to assess transferable experience can help clients hire for roles beyond their usual talent pool.
The result was a strong match between a growing business and a senior finance leader with the experience to support its next stage.
Why It Matters
As building materials companies grow, acquire, and professionalize their operations, their talent needs become more complex.
Strong sales, branch, and operations teams remain critical, but growth also creates demand for leadership in finance, HR, marketing, technology, and corporate strategy.
These roles require a different recruitment lens.
The right recruiter needs to understand the client’s business, define the skills that matter most, and know when to look beyond a direct industry background. The strongest candidate may not always come from a competitor. In some cases, the right candidate comes from another sector with the leadership, technical, or strategic experience the business needs.
This search showed the value of that approach.
Recruiter Spotlight
Tara Reid, Sr. Recruitment Consultant – DMC Recruitment
