THE BRIEF

Our client - a global luxury fashion lifestyle brand with ambitious plans to drive growth in Europe. In order to achieve this goal, they wanted to hire a Director of CRM & Analytics for their EMEA region, to further advance their retention strategy and loyalty proposition. This role would report directly in to the Vice President of Ecommerce and would work to optimise the business’ data capture, improve segmentation and create a personalised, targeted shopping experience across all touch-points.

As the brand had only been operating an ecommerce site for 5 years and were still in the process of transitioning in to a ‘digital’ brand, their CRM and loyalty programmes were still relatively new. It was essential that all candidates considered were aware of the current situation and excited by the prospect of building something from scratch, using data and insight to create a customer centric strategy.

Given this information we felt that we should target candidates who had worked on similar projects, for medium to large size premium/luxury retail businesses. We knew that candidates from more advanced CRM sectors (such as gaming and travel) would become frustrated within the role very quickly and therefore would not be the correct fit or offer the longevity that was needed to see real change implemented.

THE PROCESS

Having worked on similar roles previously we were aware of exciting talent in this area and their backgrounds. This information, along with a tailored and targeted search allowed us to put together a precise shortlist of candidates who would be strong contenders. After a detailed briefing and screening process with the selected candidates we submitted a shortlist of 3 profiles and after a 4 stage process our candidate was offered the position.

THE BRIEF

Our client – A global contemporary luxury fashion brand came to us with plans of drastically changing the landscape of their business with a proposal of building out their entire tech function. The purpose of this was to increase their E-Commerce presence and make their digital platforms their key source of revenue. Roles ranged from Head of Engineering to Mid-level Developers and there were around 15+ new hires to bring into the business.

The business was already well-established for over 15 years but its move to digital was more recent. Though they had a small tech team in place and had great leaders from a technical viewpoint, their recruitment process and experience in scaling tech teams were not aligned with their ambitions, which is why they reached out to us for assistance.

THE PROCESS

We took a very hands-on and pragmatic approach to prioritising the order of hires as well as working together with the business to help tailor the interview process, our personal screening process, and our target markets based on each individual hire. Within 6 months 90% of all hires were made and 100% within the next 2 months.