How a Conversation in Chicago Led to a US Hire for Thew Arnott

Sometimes recruitment is not about launching a formal search immediately.

Sometimes it is about timing, market knowledge, and remembering the right conversation when the right person comes along.

This was exactly the case with the introduction of Eric to Thew Arnott.

Thew Arnott had mentioned a potential need for someone in the US market during an informal conversation at IFT in Chicago. At the time, they were not ready to begin a search, but they were open to hearing about the right person if they came to the market.

6 months later, while working on a separate search in the Northeast US, Paragon Talent spoke with Eric. Although he was not the right fit for that particular assignment, it quickly became clear that his background, personality, and approach could be highly relevant to Thew Arnott.

The introduction was made, the timing was right, and Eric has since joined the business.

The Background

Paragon Talent’s relationship with Thew Arnott did not begin with a vacancy.

It started, unusually, on the steps of a plane leaving Frankfurt after Fi Europe.

A further conversation then took place several months later in Chicago during IFT. Despite Paragon Talent being based only around 90 minutes from Thew Arnott’s UK headquarters, the real relationship-building conversation happened nearly 3,800 miles away in the US.

That meeting covered far more than recruitment. It included backgrounds, travel, business, family, and the direction of the company.

During the conversation, Thew Arnott mentioned that there could be a future need for someone in the US. They were not ready to begin a formal search, but if the right person came to the table, they would be interested in a conversation.

The Challenge

Thew Arnott had a potential requirement in the US, but it was not yet a live search.

This meant the challenge was not to flood the business with speculative CVs or try to force a process that was not ready.

Instead, the value came from listening carefully, understanding the type of person who might be relevant, and keeping that information in mind for the future.

For Paragon Talent, the key challenge was knowing when not to push.

Earlier in Jamie's recruitment career, that conversation may have led to an immediate attempt to create an opportunity. However, with experience comes the understanding that good recruitment is not always about immediate action.

Sometimes the best approach is to listen, log the conversation, and wait until there is a genuinely relevant reason to reconnect.

The Approach

Following the conversation at IFT, Paragon Talent did not send Thew Arnott candidate after candidate.

There was no speculative shortlist.

There was no bombardment of CVs.

Instead, the conversation was simply remembered.

Around 6 months later, while delivering a search for Beneo Inc. in the Northeast US, Jamie spoke with Eric. It was clear quite quickly that Eric was not the right fit for that particular role.

However, the conversation immediately brought Thew Arnott back to mind.

Eric’s experience, personality, positivity, and overall fit felt highly relevant to the conversation that had taken place in Chicago months earlier.

Rather than trying to force Eric into the wrong process, Jamie picked up the phone to Thew Arnott and introduced him as someone worth speaking with.

The Outcome

The timing proved to be right.

Eric progressed through the process with Thew Arnott and visited the UK for interview, where Jamie also had the opportunity to meet him for dinner the night before.

Following the process, Eric joined Thew Arnott and is now settling into the business.

Eric was also kind enough to leave a wonderful recommendation following the process, reflecting the relationship-led nature of the introduction.

I had an excellent experience working with Jamie throughout the entire hiring process. From the very beginning, Jamie took the time to understand not just my skills and background but also my career goals and what I was truly looking for in my next role. Communication was always consistent, transparent and supportive at every step.

Thanks to Jamie’s dedication and professionalism, I was able to secure a role that aligns perfectly with my experience and long-term goals. Even after placement, Jamie followed up to make sure I was settling in well, which really shows a genuine commitment to candidates.

For Paragon Talent, this was a strong example of what specialist recruitment should be: thoughtful, informed, patient, and focused on fit rather than volume.

Key Takeaways

This assignment was not won through a traditional vacancy brief.

It came from market presence, face-to-face relationship building, and remembering the right details at the right time.

The introduction worked because Paragon Talent understood both sides of the equation: the potential needs of Thew Arnott and the qualities Eric could bring.

It also reinforced an important point: good recruitment is rarely about forcing things.

The best outcomes often come from listening properly, staying close to the market, and knowing when the timing is right.

What This Says About Our Approach

At Paragon Talent, we do not believe in sending CVs for the sake of activity.

Our work across the flavour, fragrance, and ingredient markets is built on long-term relationships, specialist market knowledge, and a clear understanding of when a candidate is genuinely relevant to a client.

In this case, that meant waiting 6 months between the original conversation and the eventual introduction.

No noise. No speculative approach. No wasted time.

Just the right person, introduced at the right moment.

About Paragon Talent

Paragon Talent is a specialist executive search partner working across the flavour, fragrance, and ingredient industries.

We support clients across the UK, Europe, and the US with senior leadership, commercial, technical, and operational appointments.

Our approach is built on deep sector knowledge, transparent process management, and long-term outcomes. We focus on quality over quantity, helping clients identify and secure people who not only match the role, but fit the business, culture, and long-term direction.

FAQs

Why is timing so important in recruitment?

Timing is often the difference between a good introduction and a successful hire. A candidate may not be right for one role, but could be highly relevant to another business at exactly the right moment. Specialist recruiters add value by understanding where those moments exist.

Why did Paragon Talent not send candidates immediately after the first conversation?

Thew Arnott had not formally launched a search, so sending speculative CVs would not have added value. Instead, the conversation was noted and only revisited when a genuinely relevant person came to the market.

What made Eric a strong fit for Thew Arnott?

Eric stood out because of his background, personality, and positive approach. While he was not the right fit for the original search Paragon Talent was working on, his profile immediately matched the earlier conversation with Thew Arnott.

What does this case study show about specialist recruitment?

It shows that specialist recruitment is not just about sourcing candidates. It is about understanding the market, building relationships, listening carefully, and making informed introductions when the timing and fit are right.

Does Paragon Talent work across the US market?

Yes. Paragon Talent works internationally across the UK, Europe, and the US, supporting flavour, fragrance, and ingredient businesses with senior commercial, technical, operational, and leadership appointments.