In today’s fast-paced marketing, advertising, and digital media industries, the pressure to move quickly is constant. Deadlines are tight. Clients demand immediate results. And the competitive landscape shifts daily. That pressure often bleeds into hiring — and when it does, it can lead to rushed decisions and costly mistakes.
But here’s the hard truth: hiring the wrong person is more expensive, disruptive, and damaging than waiting a little longer to hire the right one.
The High Stakes of a Critical Hire
Not all roles are created equal. A misstep hiring in a junior role is frustrating. A misstep in a key leadership or revenue-driving position can destabilize teams, derail momentum, and cost your company real dollars — sometimes millions.
When I talk to CMOs, CEOs, and agency or brand principals, I often hear how a bad hire wasn’t just about “the wrong skill set” — it was about culture fit, leadership style, or lack of alignment with the company’s strategic vision. That’s why it's critical to get it right the first time.
Experience + Process = Better Results
As an executive recruiter with more than two decades of experience in the advertising, marketing, and digital media space, I’ve seen what works — and what doesn’t.
Too often, internal hiring teams are spread thin, lack deep domain expertise, or simply don’t have access to or know how to find the best passive candidates. That’s where an engaged, retained search partner comes in.
By investing in a focused, engaged search, companies gain access to a structured, thoughtful process that prioritizes fit, not just function. I take the time to understand not only the role and required skills, but also your organization’s values, goals, and unique culture. Then, I tap into a deep network to surface candidates who aren’t actively looking but are open to the right opportunity.
That’s how you hire right — the first time.
The ROI of a Smart Hire
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