Placements

Need: Intelsat’s new Global Government division needed a satellite product marketing expert to lead their go-to-market strategy.

Solution: Our Senior Product Marketing Consultant with global satellite expertise led the new unit’s GTM strategy and execution.

Need: Eventbrite’s CPO needed a strategic and senior HRBP adept at change management initiatives, stakeholder management, and white-glove customer care during a company reorganization.

Solution: Our strategic HRBP came into the organization and immediately made an impact with HR initiatives, business initiatives, and relationships across the organization. His knowledge, style, and ability to deliver in a dynamic organization led Eventbrite to hire him as a full-time employee.

Need: Experience Prince George’s CEO needed a strong marketing consultant to develop their marketing and communications strategy for the year.

Solution: Our Senior Marketing Consultant used her strong community branding and PR experience to successfully build and execute the strategic communications plan.

Need: CTA’s VP of Marketing needed a digital strategist to lead the association’s integrated digital marketing and content strategy.

Solution: CTA hired our senior digital marketer with extensive experience leading digital strategy for associations.

Need: Intelsat’s Director of Integrated Communications was looking for a marketing operations contractor to optimize their campaign execution and reporting.

Solution: Our Marketing Ops expert brought her extensive Marketo experience to the team and made an immediate impact.

Need: Our client needed a seasoned Human Resources Business Partner (HRBP) with experience supporting the technology group.

Solution: We found an experienced talent who assisted with performance management, goal setting, and talent review to support leadership.

Need: There was turnover in the HR Department, and we needed to find someone who was a great fit for their unique culture and could provide leadership and stability to the organization.

Solution: They hired a candidate who really fit their needs and could help them rebuild credibility within the organization and on the team.

Need: The company had very little in place regarding employee relations and consistent practices.

Solution: We found a seasoned employee relations professional with the experience to help them implement the necessary best practices.

Need: SSP America’s VP of Brand Strategy & Communications needed a strong communicator and project manager to support the company’s branding efforts.

Solution: Our brand and communications consultant did such a great job that he was hired on as a full-time employee just three months into his tenure.

Need: realtor.com sought a Head of Talent Acquisition to transform its enterprise-wide hiring strategy and align talent acquisition with evolving business goals. The role required an innovative, results-oriented leader to elevate the company’s employment brand, streamline processes, and leverage digital technologies to attract top talent while enhancing the overall candidate and new hire experience.

Solution: Within weeks, we identified an exceptional talent acquisition leader with a proven track record of innovation and operational excellence.

Need: ThreatConnect’s new CMO needed a high-caliber designer to support the launch of their new website.

Solution: Our rock-star Graphic Designer played a key role in the successful launch of the new site.

Need: The Head of Total Rewards had a need for an interim Director of Compensation to help oversee their broad-based compensation programs and conduct a comprehensive review of these programs in assessing their alignment with key strategic priorities. The original request was a part-time need: 20 hours per week for a 6-month period.

Solution: Our Director of Compensation has been working on discovering their current state and developing a project plan to establish a timeline for their job architecture project. She will share the output of her due diligence and a project plan by the end of this month and has also been extended to 40 hours per week to continue managing the projects.

Need: Agilence’s CMO was growing his team and needed a Content Marketing Manager to support their aggressive revenue goals.

Solution: Agilence hired our B2B SaaS Content Marketing candidate, who is adept at both content strategy and copywriting.

Need: Freshwork’s Head of Total Rewards was looking at how to structure the Ops and Total Rewards team and cover a maternity leave and needed an interim solution for at least 6 months.

Solution: Our Manager, Global Benefits, operates as the subject matter expert on all health and wellness and is responsible for assisting in the design of deploying and executing global benefit initiatives. It has been extended several times over 1 ½ years.

Need: With its healthcare SaaS platform enhancements happening almost daily, Pycube’s CMO needed a versatile digital marketing contractor to support demand generation and brand awareness strategies to expand reach into more markets.

Solution: Within just a few weeks, we found a highly skilled digital strategist who was able to push many projects to completion that had been waiting as well as providing day-to-day mentoring of junior staff. Within two months, our consultant was doing so well that Pycube extended a permanent offer.

Need: Levin Law’s executive team was looking for a senior marcom leader to lead the firm’s integrated marketing, communications and social strategy.

Solution: Levin hired our seasoned marcom candidate who had expertise in corporate marketing, public relations and advocacy.

Need: Asana’s Director of HRBPs requested a People Partner to support their 400-person engineering team. For a four-month project, they needed someone comfortable with organizational design, data analysis, DEI, 1:1 coaching, and talent management.

Solution: Our HR Business Partner filled this gap for the Engineering team and then was asked to support their Revenue team as a People Partner for another 5 months.

Need: CrashPlan’s CMO needed demand generation support to execute their aggressive event strategy for the year.

Solution: Our Demand Generation expert jumped in to lead the company’s campaign and event strategy.

Need: Virtru’s CEO asked us to bring in a fractional leader to manage the marketing team while they conducted a search for a full-time VP of Marketing.

Solution: Our fractional marketing executive proved to be the right long-term fit for the company, and she was hired as their full-time VP of Marketing shortly after stepping in.

Need: GTT’s VP of Global Demand was looking for a marketing operations guru to lead their growing operations team.

Solution: GTT hired our seasoned marketing operations candidate who was recommended to us by a trusted CMO.

Need: Rocket’s Global Head of Demand Generation needed additional expertise on her team to develop and execute demand campaigns.

Solution: Our demand generation expert parachuted in to augment the existing demand team which allowed them to execute additional campaigns.

Need: With an unexpected resignation, Camillo needed an Interim Benefits Coordinator to deliver on the day-to-day benefits administration responsibilities immediately.

Solution: Our benefits coordinator engaged immediately and, with her deep expertise, was able to hit the ground running without missing a beat to provide a seamless transition for all stakeholders.

Need: Ascend’s Senior Global Director needed a player coach who could lead the TA team, execute high-level job requisitions, and identify areas for process improvement or optimization.

Solution: Our experienced Talent Acquisition Manager brought the mix of strategic and tactical experience needed to collaborate cross-function on business needs and optimize the TA function.

Need: The company needed work on tying communications to the company brand and values. It wanted someone who had expertise in podcasts and other grassroots ways to engage employees.

Solution: We hired a Landrum Talent Solutions candidate with the experience to create communications that better reach their audience.

Need: During a time of growth and expansion for the unique ATX (Austin, TX) based movie and draft house, we were selected to place their Head of HR.

Solution: The individual placed came from another entertainment brand and brought a wealth of knowledge about field operations, building teams, and employee relations. An additional requirement was being a “movie buff,” and she is!

Need: We assisted in placing human resources professionals nationally for Ready Pac Foods, which was experiencing a tremendous growth period. PE-backed at the time, they needed us to place Human Resources Managers and Human Resources Business Partners in Los Angeles, CA, Atlanta, GA, and Sweedsboro, NJ, as they rapidly scaled and grew their organization.

Solution: We provided 10 individuals with Lean Manufacturing experience and Fortune 500 experience willing to work in a fast-paced environment.

Need: Brivo’s Head of Global Demand Generation needed an additional resource to support her team’s growing charter.

Solution: Our digital marketing expert swooped in to develop digital campaigns that supported the company’s content marketing strategy.

Need: The SEMA Public and Government Affairs team was stretched thin. The team was talented but wearing many hats and needed more manpower to bring ideas to fruition. The Senior Vice President of Public & Government Affairs asked us to find a candidate who not only possessed superior strategic development and communications skills, but also had experience navigating Capitol Hill to advance an organization’s political platform.

Solution: We found an ideal Director of Communications who had full-scope comms expertise, media relations and journalism chops, and a diplomatic and energetic presence that will allow him to work with SEMA members to bring their stories to life for the organization.

Need: Revature’s CMO was looking for a marketing executive to lead their B2B growth marketing efforts.

Solution: Revature hired our seasoned demand generation leader who had extensive B2B services and technology sector experience.

Need: Expanding human resources department needed a human resources leader with a solid understanding of Good Manufacturing Practices, LEAN and specialized manufacturing.

Solution: Due to our deep knowledge of manufacturing, we were able to find a highly qualified candidate who was a great culture fit and had experience scaling growing organizations.

Need: OVH’s Sr. Manager of Product Marketing needed a copywriter to support a variety of content assets.

Solution: Our longest-tenured writer provided ongoing support to develop, write and edit short- and long-form content.