Recruiting a Purpose-Led COO to Operationalise Strategy at Coexistence Queensland

Gerard Kerr

About Coexistence Queensland


Coexistence Queensland is a unique statutory body dedicated to fostering sustainable relationships between regional communities, landholders, and the energy and resources sector. The organisation plays a critical role in advancing balanced economic, environmental and social outcomes by facilitating dialogue, sharing knowledge and promoting shared value across Queensland.


The appointment of a Chief Operating Officer (COO) marked a strategic investment in strengthening organisational leadership. As a newly established executive position, the COO was integral to aligning operations with Coexistence Queensland’s expanded remit and ensuring the organisation’s structure, culture and stakeholder engagement efforts were equipped for a rapidly evolving policy environment.


Kingston Human Capital was engaged as a dedicated executive search partner, supporting the Board and CEO to design and deliver a rigorous national recruitment campaign.

Recruiting a Chief Human Resources Officer for the Department of Housing and Public Works Queensland Government
The Hiring Requirement


The department sought an executive leader capable of:

  • Leading procurement strategy across a large public sector environment
  • Managing complex stakeholder relationships
  • Driving organisational change and capability uplift
  • Influencing outcomes without direct authority
  • Providing commercial leadership and supplier oversight
  • Delivering procurement governance and risk management


The successful candidate needed to combine executive leadership capability with deep procurement expertise and the ability to operate effectively across a highly distributed education system.

Role We Hired

Executive Director and Chief Procurement Officer

Channels We Used

Facebook, LinkedIn, Seek, Kingston Human Capital Database, Search Algorithms

The Challenge

The assignment involved several market and recruitment complexities.


Key challenges included:

  • Accessing passive executive talent in a highly specialised market
  • Competing against significantly higher private-sector remuneration
  • Interstate relocation barriers
  • Attracting executives capable of operating in a decentralised environment
  • Maintaining candidate engagement throughout a lengthy executive recruitment process


The market intelligence gathered by Kingston Human Capital indicated remuneration was one of the most consistent barriers to candidate conversion, particularly for senior private-sector executives.


Our Objective

Kingston Human Capital was engaged to identify and recommend an executive procurement leader who could thrive within the department's operating environment and provide leadership across strategic procurement, stakeholder engagement and organisational change.


The objective extended beyond generating applications. The department required a robust executive search process capable of reaching passive talent markets, providing market intelligence and delivering a defensible recommendation to the selection panel.


Our Strategy

Executive Search and Market Mapping


Kingston Human Capital conducted a targeted executive search campaign that combined:

  • Proactive market mapping
  • Direct executive outreach
  • Professional networks
  • Referrals
  • Executive talent identification
  • National advertising


Within the first week, 98 executive profiles had been identified and assessed for suitability.


Market Engagement and Candidate Conversion

The executive search process generated:

  • 72 candidate contacts
  • 32 meaningful candidate conversations
  • 16 positive candidate engagements
  • 4 applications directly generated through outreach



This approach significantly expanded the available talent pool beyond traditional applicants


Rigorous Executive Assessment


Candidates progressed through a structured assessment process comprising:

  • Written application review
  • Screening interviews
  • 1.5-hour executive interviews
  • Digital footprint review
  • Panel interviews
  • Targeted reference checks


Structured interview frameworks ensured all candidates were assessed consistently against the same executive capability requirements.


Key Results Achieved

Applications Received

Suitable Candidates Identified

Shortlisted Candidates

Executive Candidates Identified

Appointment Recommended

Executive Candidates Contacted

88

4

2

98

72

1

Market Reach And Talent Pipeline

The campaign successfully expanded the executive talent pool through proactive search activities.


Key outcomes included:

  • 98 candidates identified during market mapping
  • 72 executive candidates contacted
  • 16 positive search engagements
  • 4 applications generated directly through outreach activity


The search extended beyond active job seekers and accessed executive talent across government, infrastructure, commercial and utility sectors.


The Appointment

The final recruitment process narrowed 88 applicants to a shortlist of four candidates.


Three candidates attended panel interviews after one shortlisted candidate withdrew for remuneration-related reasons.


Of the final interviewees:

  • Two candidates were assessed as suitable
  • One candidate was identified as the strongest overall fit
  • The preferred candidate was recommended for appointment
  • The delegate subsequently approved the recommendation


The panel determined that the successful candidate demonstrated the strongest alignment to the department's operating environment, stakeholder requirements, procurement responsibilities and leadership expectations.


What the client valued most?

The assignment demonstrated several key strengths:

  • Extensive executive market reach
  • Proactive access to passive talent
  • Detailed market intelligence
  • Rigorous executive assessment methodology
  • Structured and defensible selection processes
  • Comprehensive panel support
  • Strong governance and documentation


The final process was certified by the panel as fair, transparent and compliant, with the delegate approving the final recommendation.


Impact Delivered

✅ 88 applications received

✅ 98 executive candidates identified and mapped

✅ 72 executive candidates directly engaged

✅ 16 positive executive search engagements

✅ 4 high-quality shortlisted candidates

✅ 2 candidates assessed suitable for appointment

✅ 1 executive appointment approved

✅ Delivered comprehensive market intelligence, panel support and governance documentation

Ready to Appoint Your Next Executive Leader?

Gerard Kerr, Co Founder and General Manager of Search and Selection at Kingston Human Capital, Queensland Government Executive Recruitment Services

Meet Gerard Kerr

Gerard Kerr is Co-Founder and General Manager of Search and Selection at Kingston Human Capital.


With more than 20 years’ experience in recruitment, Gerard has deep networks and extensive expertise managing complex search and selection projects across a range of sectors including local state and federal government, statutory authorities, government-owned corporations and ASX-listed companies.

We work as an agile team across retained recruitment projects, ensuring we can commit the time and effort of our entire search team. This allows us to reach further into the market, which means we get to evaluate more candidates and get high-quality results.

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