Recruiting a People Management Lead (Head of Content) for a Digital Marketing Agency
Project Overview
A leading digital marketing agency was searching for a People Management Lead (Head of Content Department) to oversee a team of 15+ content creators and optimize content production processes. The role required a combination of strong leadership, strategic content management, and technical expertise with modern marketing tools.
The agency was looking only in Bucharest, limiting the available talent pool. Additionally, the ideal candidate needed:
- Experience managing large teams (15+ people) in a content-driven environment.
- A growth-oriented mindset, including familiarity with the latest marketing tech and automation tools.
- On-site availability at least 4 days a week.
- Agency experience, but without targeting professionals from partner agencies.
The Challenge
Finding the right candidate was difficult due to:
Limited Talent Pool in Bucharest – Few content marketing professionals had both team leadership experience and technical expertise in agency environments.
Strong Competition & Restrictions – The agency couldn’t recruit from certain partner agencies, reducing the number of potential candidates.
Hybrid Work Expectations – Many skilled content leaders were used to remote or flexible work and were hesitant to commit to a 4-day in-office schedule.
Industry-Specific Expertise – Candidates needed hands-on experience with content CRM systems, SEO collaboration, and digital tools, which many leaders lacked.
Our Approach
1. Understanding the Client’s Needs
We worked closely with the agency to define:
The must-have leadership skills – proven experience managing and motivating teams in a fast-paced environment.
The technical expertise required – strong knowledge of CRM tools, SEO integration, and content production workflows.
A clear content strategy alignment – ability to assign and monitor content projects, ensure quality, and collaborate across departments.
2. Targeted Headhunting & Networking
Because direct recruitment from competitors was limited, we expanded the search by:
– Identifying leaders from non-competing agencies who had the right team management and content expertise.
– Exploring adjacent industries – professionals from media, publishing, and digital content platforms with transferable skills.
– Leveraging personal and industry referrals, tapping into our senior consultant’s network to uncover strong candidates.
3. Candidate Selection & Evaluation
In six weeks, we conducted 37 interviews with potential candidates from both marketing agencies and related industries.
The client received a long list of top candidates, followed by a shortlist for final consideration.
The top 3 candidates had:
- Strong content leadership experience in digital environments.
- Advanced knowledge of marketing automation tools and content CRM systems.
- A proven track record in team growth, workflow optimization, and KPI-driven content strategies.
Competency-based interviews focused on:
- How they managed content production challenges (e.g., tight deadlines, high client expectations).
- Experience leading large teams and improving productivity.
- Strategic initiatives they had implemented to enhance content performance.
Final Interview & Offer Process
The client and senior consultant from PuntoUP participated in all final-stage interviews, ensuring a thorough evaluation.
The final hired candidate came from a competing agency, but was attracted by:
Stronger career growth opportunities within the new agency.
Access to cutting-edge tools and an innovative work environment.
A better-aligned company culture and leadership philosophy.
Our consultant facilitated the entire offer negotiation, ensuring a smooth transition and securing the candidate’s commitment.
Outcome & Success Factors
Successfully filled the role within 8 weeks, despite strong industry competition.
Engaged with 37 potential candidates, providing the client with a comprehensive market perspective.
Facilitated offer negotiation, helping secure the right leader for the agency.
Expanded the search beyond traditional talent pools, ensuring a diverse and competitive selection.
This case demonstrates that strategic headhunting, industry networking, and strong negotiation can overcome recruitment barriers, even in niche and competitive talent markets. Sometimes, the right leader isn not just found, they are convinced to step UP.
We think you might also like
Project Overview A leading renewable energy company …
Project Overview A global leader in sustainable …
Project Overview A well-established company in the …
Project Overview A leading e-commerce company faced …
Project Overview A global industrial manufacturing company …