VP of Marketing Technology
Replacing a 15+ year Veteran and Finding a Hybrid Strategic/Technical Lead
Client Challenge
An established integrated advertising firm needed to replace their Vice President of Marketing Technology who had been with the company for over 15 years. The position required a versatile leader who could:
- Lead website development initiatives
- Manage relationships with outsourced partners
- Integrate new technologies for internal use and clients
- Identify and implement innovative technology solutions
- Develop prototypes and commercialization strategies
Search Challenges
This search presented several unique challenges:
- Finding the ideal hybrid candidate with both technical expertise and strong management/strategic capabilities
- Identifying candidates open to commute to the office three days per week (the position was located 25+ miles from many qualified candidates)
- Navigating a thorough interview process requiring approval from all partners
- Replacing a long-tenured executive with deep institutional knowledge
Our Approach
We launched a targeted executive search, focusing on candidates with the perfect blend of marketing vision and technological expertise.
Search Progress
- Total prospects identified: 39
- Total prospects screened: 14
- Qualified candidates submitted: 4
- Time to first submission: 2 weeks from search initiation
Winning Candidate Profile
The successful candidate brought a distinctive background that perfectly matched the client's needs:
- Started career as a web developer, providing strong technical foundation
- Experience with multiple agencies, offering diverse industry perspective
- Progressive management experience in marketing technology
- Located within commutable distance to meet in-office requirements
- Outstanding references that sealed the decision, including a former business leader who enthusiastically endorsed the candidate's capabilities
Results
Despite initial concerns that our leading candidate might be too marketing-focused rather than technology-oriented, we proceeded with the screening process based on their strong overall qualifications. This proved to be the right decision.
- Candidate (who was hired) submission: Day 24
- First interview: Day 26
- Reference checks completed: Day 49
- Offer extended: Day 60
- Total search duration: 9 weeks from kickoff to placement
Key Success Factors
- Recognizing potential beyond initial concerns
- Thorough reference verification that revealed the candidate's true value
- Focusing on candidates with the right blend of technical and leadership skills
- Efficiently navigating a complex interview process involving multiple stakeholders