Skills'
Boost
Task:
Find a User Acquisition Manager with...
Find a User Acquisition Manager with...
- analytical mindset;
- experience in managing traffic of at least 2 million monthly;
- understanding of the US market and the peculiarities of user acquisition channels.
Long story short
Request: Strengthen the current marketing team to enable them to generate new hypotheses for user acquisition, as well as build models and evaluate the effectiveness and potential of tools using strong mathematical skills.
Processing the request:
Analyzing the tools to enhance the team's professional skills and the company's specifics to select the best solution.
Analyzing the tools to enhance the team's professional skills and the company's specifics to select the best solution.
More about the process
1
Choosing a tool to strengthen the Marketing team
- Collaborated with the VP of User Acquisition to discuss the structure of the marketing team, current composition, and areas of responsibility, as well as their expectations from the team.
- Conducted interviews with the team to understand their perspective, motivational factors, and constraints.
- Analyzed three tools to achieve the goal: hiring a specialist, team training, developing a high-potential specialist into a leader, and providing management skills training. Identified the advantages and disadvantages of each and proposed the most effective option, in our opinion, which is to hire a specialist.
2
Hiring: preparatory stage
- Defined the candidate profile and the recruitment process, determining that it would involve headhunting (poaching specific specialists from competitors).
- Compiled a shortlist of companies and specific projects from where potential candidates should be considered.
- Prepared introductory emails for candidates and email sequences for A/B testing.
3
Hiring: active sourcing and process adaptation
- Contacted 60 candidates, conducted 9 interviews, had 5 candidates proceed to the second stage, but made no offers.
- After 2.5 weeks, gathered sufficient data and analyzed the funnel. Identified a gap after the second interview stage, and hiring managers were spending a lot of time on irrelevant candidates.
- Developed a case study and a logic-based task in the marketing context to assess analytical skills, resourcefulness, and logical thinking in the initial stage. This helped save managers' time by evaluating candidates' performance early on.
4
Hiring: process results
- Defined criteria that, when met, would allow for an increase in the salary offer.
- Contacted 120 candidates, conducted 21 interviews, had 5 candidates proceed to the second stage, and narrowed it down to 2 finalists. Ultimately, made an offer to 1 candidate.
How long did the process take?
The process took a total of 2 months.
1 week: assessing the current team and selecting the tool.
1.5 weeks: job description approval and market analysis.
2.5 weeks: active sourcing and process review.
2 weeks: active sourcing, taking into account new input.
1 week: direct communication with the 2 final candidates, offer negotiation, and finalizing additional conditions.
What is the peculiarity?
And why is this case not only about recruitment
- Analysis of alternativesStrengthening the team through the search for a senior specialist was not the only correct solution, but one of the most effective in terms of achieving the key result quickly and requiring minimal changes to processes and organizational structure. It also took into account the motivators of employees, allowing the team's productivity level to be maintained.
- FlexibilityDescribing the candidate profile and searching for an employee with the corresponding skill set provided an alternative option: to review the responsibilities of team members and assign specific areas of focus to each, as well as develop the managerial skills of one team member so that they could assume a controlling and partially managerial role in a month's time.
Having a similar issue?
Contact us, and we will answer any questions, consider all your ideas, and determine how we can be helpful
We want to work together.
It's fun and effective!
It's fun and effective!
in
touch
get
Nice knowing you
hello@headshearts.co
