How we found a Head of Sales for a digital agency: 

 Head of Sales recruited in 3 weeks

 

Executive Search Recruitment - Head of Sales

Introduction

AdCookie is a digital agency from Wroclaw, Poland, specializing in performance marketing. The owners of the company planned to step back from day-to-day management and hand over the reins to a sales leader who would build a sales department from scratch and take responsibility for growth. They needed an experienced Head of Sales - a practitioner, not just a strategist. Previous attempts to recruit a suitable candidate had not been successful, and the team was under increasing operational strain.

Customer challenge

  • The company was in transition - the owners wanted to move to a board of directors and put the operational control of the company in trusted hands.

  • The client had HR structures in place, but previous recruitment processes had been conducted internally and were unsuccessful.

  • They were looking for a sales leader with "hands-on" competence, knowledge of the digital agency industry and experience in building a team from the ground up.

  • It was necessary to quickly find a person who not only knows the market, but also can define a strategy and get started right away.

Our approach

  • We work in a model where we talk directly to owners - without involving the HR department in the decision-making process. This allows us to act faster, understand business objectives precisely and respond without unnecessary delays.

  • A thorough analysis of the company's DNA, organizational culture, communication style and expectations of the future leader.

  • Clearly define the role, KPIs and success metrics from the brief stage.

  • Targeting candidates with experience in the digital marketing industry, preferably with a history of building and scaling sales teams.

  • Transparent communication with candidates, quick feedbacks, effective meetings and a focus on quality, not quantity.

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Number of candidates in the funnel

Number of candidates presented

Number of candidates hired

Number of days from project start to candidate hire (Time to Fill)

Recruitment process

Stage Description
1st Brief Meeting with owners - detailed analysis of the company's situation, expectations, business goals and culture
2. research and sourcing We have identified more than 50 potential candidates from the digital and B2B marketing agency market
3 Screening We conducted 12 preliminary interviews, of which the top 5 candidates were presented to the client
4. conversations with the customer 3 candidates met with company owners to match in terms of values, work style and goals
5 Finalization Within 3 weeks of starting the project, the candidate received an offer and accepted it

Effect

  • The Head of Sales started work 21 days after the recruitment project began.
  • Within the first 30 days, he implemented the sales pipeline structure, defined the first KPIs and proposed the sales team architecture.
  • The company's owners were able to focus on strategic operations and move into a supervisory role.
  • The entire process was fully transparent, with no delays, unnecessary rounds or "screening" - as a result, we did not lose any valuable candidate.

Candidate's vote

From start to finish, the recruitment process was extremely professional and efficient, with full transparency at every stage. Communication was excellent - I received regular feedback, and decisions were made quickly and specifically. I would wholeheartedly recommend working with Fast Forward Solutions - this is the best recruitment process I have participated in.

Wojciech Majczak

Head of Sales, Adcookie

Conclusions and recommendations

  • Recruiting without involving the HR department in day-to-day decisions can be much faster and more effective when the agency works directly with the owners. No "layers" of communication means greater clarity and speed.
  • Precisely defining the role and expectations from the outset significantly reduces the time it takes to match suitable candidates.
  • A deep understanding of the client's industry (in this case: digital marketing) and the realities of B2B sales allows the agency to act like a business partner, not just a resume provider.
  • A transparent and dynamic recruitment process is not only a value for the client - it also sends a clear signal to candidates that the company is acting professionally and concretely.

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