Head of Digital Performance Recruitment

Consultative approach to define role after a successful pitch

The Candidate were referred to the business by an existing client, who’s business we had helped grow significantly over the previous few years. Our team was introduced directly to the CEO, a level which we are well versed in dealing with to achieve the desired recruitment outcomes. We delivered a pitch, profiling The Candidate’s previous successes with similar roles and the levels of dedicated resource we’d apply to the business in order to ensure success. We were approved to progress with the project by both the CEO and the Private Equity investors. 

The Brief for a Head of Digital Performance

Having initially discussed the title of Head of Growth or CMO, we settled with the title of Head of Digital Performance, who would lead their marketing division, team and growth plans. This reflected the detail of the role, which was clearly marketing, mainly digital and was required to deliver a business-changing level of results. The brief itself required a very data centric candidate, with a proven background of producing results from large amounts of data sets, analysing trends and identifying opportunities for growth. 

We helped define the salary and the package after benchmarking with similar roles in the market. This allowed us to target the most suitable candidates and ensure the package was competitive.

Finding the right balance in a candidate of data and team management would be the key challenge

The challenge would be to find a candidate who had the ideal balance between being an expert in data, being measurable and delivering a data orientated marketing strategy. This would be in addition to having team management credentials and who would be both supportive and offer strong leadership in a way that will allow their team to grow and develop. It would need to be someone who leads from the front, believing in and driving forward the customer values which would be a critical part of this role. In addition, an affiliate marketing and partnership marketing understanding was important, as this forms the basis of the company’s commercial model. 

An executive search approach to ensure dedicated resource

As the role was approaching six-figure salary level and the hire was critical for business growth, it was agreed that this would be conducted on a retained, executive search basis. That would ensure dedicated resource from The Candidate’s most senior recruiters, a minimum delivery of CVs for interviews within a defined timeframe and defined processes behind taking the shortlist through to offer. Recruiters in the Retained Search team are supported by resourcers who ensure professional communications with candidates throughout the process, providing feedback for those involved in interview processes, giving clients comfort that we’re managing their project with upmost professionalism. 

The specific Executive Search recruitment channels were activated which included multi website advertising, referral networks, headhunting and existing database searching using the latest technology. With access to tens of thousands of candidates and consultants who have individually over 10 years’ experience in the industry, they can source the most suitable to put forward for shortlisting. 

The client was presented with an initial longlist with varying candidate backgrounds and experience to enable the client to focus on the ideal candidate profile. After the initial 4 candidate interviews, the client progressed with 2 to final stage and we prioritised these to progress to a final interview with a presentation which we briefed and supported them on. The presentation would draw on their experience, ability to deliver the role, timescales, targets and team structure.