Building a finance team in 12 months: how Reverse supported the expansion of an international software group

The Client

Total Specific Solutions (TSS) is a case of excellence in European software, specializing in Vertical Market Software (VMS).

The group's business model is distinctive: TSS grows through the strategic acquisition of specialized software companies.

Arrival in Italy and exponential growth

The TSS story in Italy started in 2019. Today the group has about 400 employees across 9 business units in Italy.

Claudia Macerola, Group Head of HR Italy, coordinates all recruiting and people management activities.

1. The challenge: rapidly structuring a finance team during a phase of strong expansion

The collaboration between Total Specific Solutions and Reverse, started in 2021, has consolidated over time through approximately 15 mandates.

The last year has seen TSS face a significant organizational transformation in the finance area.

1.1 From a central team to three geographical teams: the necessary evolution

As Claudia Macerola explains: "We realized we had to completely rethink the organization of the finance function. It wasn't just about adding people."

The need was clear: move from a single central team to three geographically distributed teams.

1.2 Six strategic hires in the same team: speed and consistency

As Claudia says: "We had to make six hires in a year within the same finance team. When building a team from scratch, you cannot afford errors."

The plan included a precise structure:

• Two Finance & Control Managers with adequate seniority to lead their respective teams.
• A line of Controllers to operationally support managers

1.3 Balancing current seniority and future growth potential

A further element of complexity concerned the sought-after profile, which had to meet both immediate and long-term needs.

As Claudia clarifies: "TSS is a young, dynamic, fast-growing company. We look for professionals capable of managing responsibilities today, but who can take on strategic roles tomorrow."

This approach reflects the philosophy of Total Specific Solutions: investing in people who can become long-term organizational pillars.

2. The Reverse approach: consultative partnership and precision in selection

Faced with this complex challenge, TSS chose to rely on Reverse, consolidating a collaboration started in 2021 that has proved increasingly strategic.

2.1 Extremely focused shortlists: when quality makes the difference

One of the aspects that most characterized Reverse's approach was precision in selection and profile presentation.

As Claudia emphasizes: "Reverse's accuracy in all finance searches was excellent. Every profile was focused on all defined parameters: location, experience, salary, and skills."

"It allowed us to drastically optimize selection times. We didn't waste energy on interviews with non-aligned people. We could focus on deeply evaluating truly interesting candidates."

2.2 Cultural fit as a driver for building balanced teams

Selection by Reverse was not limited to technical skills. There was one element that made the difference: attention to cultural fit.

Claudia says: "What really helped was the importance Reverse gave to cultural fit. They made the effort to understand who we are as a company and what kind of culture we have built."

"We managed to build balanced teams where people not only have complementary skills but also work well together. Today we have three geographical teams that function very well."

2.3 A true strategic partner, not a transactional supplier

The element Claudia highlights with the greatest conviction is the consultative approach demonstrated throughout all selections.

"Reverse acted from the first moment as a true partner. There were times during selections when we had doubts about a candidate; there was never pressure to proceed anyway. Instead, they reasoned with us."

This type of approach generated something precious and increasingly rare in professional collaborations: mutual trust.

"We truly felt there was significant work in understanding and alignment, not just a standard service. Reverse invested time to understand our implicit needs and the context."

The result was the construction of a long-lasting partnership, where the consultant is seen as a strategic ally rather than an external supplier.

2.4 Evaluating potential, not just experience

A further distinctive aspect of the Reverse approach was the ability to evaluate not only present experience but also the future potential of candidates.

As Claudia explains: "One thing we greatly appreciated, and which struck us because it is not so common, was the attention to the talent and potential of the proposed figures. We have grown tremendously in recent years and intend to continue growing at a steady pace. This means the people we hire today must be able to evolve tomorrow. We didn't just need professionals for today's tasks, but people with the desire and capacity to grow with the company."

Claudia continues: "Reverse was able to intercept this need. In the shortlists they presented, we didn't just find CVs aligned with the current job description, but we met people with an interesting professional trajectory, ambition, intellectual curiosity, and that spark that makes you realize they are destined to do even more in the future. This was fundamental for us, as we are building a finance structure to support our growth in the coming years."

3. Results: a structured, cohesive team ready for the future

The project to strengthen the finance team produced concrete and measurable results that go beyond simple hire numbers.

3.1 Six quality hires in a short time

Within a year, TSS completed the full restructuring of the finance team, moving from a minimal structure to an organization organized into three geographical teams, each with distinct skills and operational autonomy.

All hired profiles, two Finance & Control Managers and a line of Controllers, are now fully operational in their roles, testifying to the solidity of the selection process and the quality of the matching.

3.2 Cohesive geographical teams with positive collaborative dynamics

Beyond individual hires, the main goal was to build teams that worked effectively as units, not just aggregations of competent individuals. On this front, the result has been particularly satisfying.

The three geographical teams (North, Central, South) are now operational and autonomously manage the group's various business units across Italy, with collaborative and constructive work dynamics.

3.3 A partnership that continues and evolves

The project to strengthen the finance team represents only the latest chapter of a broader collaboration. Since 2021, TSS has entrusted Reverse with about 15 mandates, ranging from operational positions to senior roles such as Managing Director for acquired companies, up to the finance searches of the last twelve months.

This continuity testifies to something important: mutual satisfaction and the ability to build a partnership relationship that goes beyond the single transaction.

As Claudia concludes: "We found in Reverse a reliable partner who understands our needs, who works with speed but without ever compromising quality, who supports us professionally and with a human and consultative approach. It is not a supplier selling a standard service, but an ally who reasons with us on the best choices for our organization."

The collaboration continues to be active on various fronts, with new needs constantly emerging from the group's business units and ongoing acquisitions, and with Reverse operating with increasing effectiveness thanks to deep knowledge of the company built over time.

4. Why this case is relevant for other HR Managers

The Total Specific Solutions case offers concrete insights for HR managers facing similar challenges in contexts of accelerated growth or organizational transformation.

Managing complex recruiting projects with tight deadlines

Building a team of six in 12 months, within the same function and with the same manager, requires a structured approach and external partners capable of operating quickly while maintaining quality. The case demonstrates how consultative collaboration allows for significant volumes without compromising hire quality.

The importance of precision in candidate shortlists

In contexts where HR and line managers' time is precious, the partner's ability to present candidates truly focused on all parameters (skills, location, salary, cultural fit) generates efficiency and allows focus on truly target candidates, avoiding wasted energy.

Beyond technical skills: cultural fit as a driver of success

When building teams that must work together daily, cultural fit becomes as decisive as technical skills. Attention to this aspect, too often overlooked in selection, allows for the creation of cohesive work groups with positive collaborative dynamics.

Partnership vs transaction: the consultative approach

The difference between a transactional supplier and a true strategic partner emerges in moments of doubt, when deciding whether to proceed with a candidate or continue the search. A consultative approach, based on a deep understanding of client needs and transparency, generates mutual trust and long-term results.

Evaluating potential, not just experience

For fast-growing companies, finding professionals who can manage today's responsibilities but take on more strategic roles tomorrow is essential. The ability to assess development potential, beyond current experience, represents significant added value in selection.

The partnership between Total Specific Solutions and Reverse, launched in 2021 and consolidated over time, demonstrates how a collaboration based on mutual trust, a deep understanding of the business context, and a consultative approach can become a strategic asset for structured companies in a phase of accelerated growth.