How We Filled a COO Role for a Rental Portable Power Bank Business in 30 Days

Finding the right executive for a fast-growing business can be the difference between scaling efficiently or stalling under operational pressures. When a client in the portable power bank rental sector with Russia's investment approached us, they faced exactly this challenge: they urgently needed a Chief Operating Officer (COO) to lead operations, logistics, and customer service.

With a tight deadline of 30 days, Invest Talent JSC executed a focused and structured recruitment process that resulted in a successful placement. This case study outlines our approach, week-by-week execution, and lessons learned that other businesses can apply when hiring senior operations leaders.

Understanding the Client’s Needs

Before sourcing candidates, we dedicated time to fully align with the client on their business model, priorities, and measurable success factors.

• Business context: Rental kiosks and charging stations offered portable power banks to urban users in Ho Chi Minh City.
• Core responsibilities of the COO: Oversee hardware asset management, logistics and supply chain, vendor relationships, and customer service.
• KPIs for success: Device uptime, station utilization, cost efficiency, and customer satisfaction.
• Cultural fit: A COO who could balance tech-enabled service delivery with the local regulatory and cultural environment in Vietnam.

This clear brief provided the foundation for a precise and efficient search.

Building a Targeted Search Strategy

To meet the deadline, we combined speed with selectivity:

• Niche networks: We tapped into professionals with backgrounds in hardware, IoT, logistics, and service businesses.
• Digital sourcing & headhunting: Leveraged LinkedIn, industry forums, and direct outreach to high-potential executives in Vietnam and Southeast Asia.
• Shortlist quality over quantity: Presented the client with a curated set of candidates—each highly aligned with the role requirements.

Streamlined Screening & Interview Process

Our process ensured that only the most qualified candidates moved forward:

1. Preliminary screening: Verified leadership track record and operational achievements.
2. Behavioral interviews: Explored problem-solving skills with real-world operational challenges (e.g., downtime management, supplier delays).
3. Technical validation: Confirmed familiarity with rental systems, IoT platforms, and logistics optimization.
4. Reference checks: Conducted early verification to reduce risk.
5. Efficient scheduling: Coordinated availability to avoid delays, using virtual interviews where possible.

>> The Hidden Costs of a Long Hiring Process: Why Speed Matters for Businesses

Overcoming Challenges

Recruiting for this sector in Vietnam presented specific hurdles:

• Compensation benchmarking: Aligning market expectations with the client’s budget.
• Hardware reliability: Ensuring candidates had relevant experience with compliance, safety, and lifecycle management of devices.
• Supply chain complexity: Managing logistics, imports, and vendor relationships in a cost-sensitive environment.

By anticipating these issues, we prevented them from slowing down the hiring process.

30-Day Timeline — Step by Step

The tight timeline was achieved through close collaboration with the client, rapid feedback loops, and agile scheduling.

Key Success Factors

Our success in filling the COO role within 30 days was driven by:

• Precise role definition and measurable KPIs.
• Dedicated recruitment focus from our executive search team.
• Transparent candidate communication to ensure trust and engagement.
• Client flexibility in decision-making and interview scheduling.

Results & Impact

• Successful placement: A highly qualified COO began the role within the 30-day timeframe.
• Immediate improvements: The client reported measurable gains in device uptime and station availability within the first 60 days.
• Long-term alignment: By the 90-day mark, the COO was fully integrated into the leadership team, driving operational efficiency and contributing to strategic planning.

Lessons for Future COO Searches

For businesses aiming to hire senior operational leaders, the following lessons apply:

• Define clear, measurable metrics before starting the search.
• Use structured, competency-based interviews to assess technical and leadership skills.
• Benchmark compensation early to avoid misalignment.
• Maintain fast decision cycles with client and candidates.
• Provide strong onboarding support to ensure early success and retention.

Conclusion

This case study demonstrates how Invest Talent JSC can deliver fast, high-quality executive placements without compromising on standards. By combining structured processes, targeted sourcing, and client collaboration, we successfully filled a COO role in just 30 days for a client in Vietnam’s portable power bank rental industry.

Contact Invest Talent JSC todayto discover how we can support your executive recruitment needs in Ho Chi Minh City and beyond.

FAQs

Q1. Can every COO role be filled within 30 days?
Not all roles allow for this timeline, but with a clear brief and responsive decision-making, accelerated searches are possible.

Q2. What makes hiring for a rental portable power bank business unique?
It requires experience in both hardware lifecycle management and service-oriented operations—an uncommon combination in the market.

Q3. How does Invest Talent ensure long-term retention of executives?
We focus on cultural fit, transparent communication, and provide ongoing support during the critical first 90 days.