Behind
the hire.

They needed a Head of Operations who could take that responsibility on and build the systems around it. Experience managing logistics was only part of the brief. The person had to see how demand, stock and delivery affected each other, then make decisions without bringing every question back to the founders.

We searched across Eastern Europe, South Africa and Latin America. Conversations focused on how people had handled unclear briefs, connected workflows and fixed systems that weren’t working. We identified the eventual hire early in the search.

Candidates worked with the same material as the existing editors, so the team could compare the work directly. Paid trials helped them see how that work translated into ads.

The search came down to what candidates had actually done in a comparable business. We looked at their platform experience, the commercial decisions they had made and the results they could explain. A portfolio on its own left too much unanswered.

We introduced a candidate whose experience combined account growth with B2B sales. In our conversations, they walked through discovery calls, long sales cycles, follow-ups and contract preparation. They had also worked in Pipedrive, the CRM used by the client.

We looked closely at what they had handled themselves and where a manager still made the final decision. Their reason for moving mattered too: they wanted more room to make decisions, build relationships and take responsibility for the work.